员工主观性绩效评价的部门主导强制分布方法修正  

A Modification for the Department Dominated Forced Distribution Method for Employee Subjective Performance Evaluation

作　　者：李飞霞[1] 徐兆铭[1] 乔云霞[2] 

机构地区：[1]中央财经大学商学院,北京100081 [2]北京工商大学经济学院,北京100037

出　　处：《经济管理》2008年第13期53-56,共4页Business and Management Journal ( BMJ )

摘　　要：主观性和部门主导是组织绩效管理实施过程无法回避的问题,此修正意在平衡部门与员工绩效差异冲突。要消除绩效评价主观性的不利影响,有必要采取强制分布方法。但是,以部门为主导的强制分布主观绩效评价会产生部门绩效差异与员工绩效差异的冲突。本文的目的是,采用假定限定条件下的试错性研究,尽最大可能列举各种绩效管理的规则和制度,逐一比较这些规则和制度下的绩效奖惩结果与理论最优结果,最终得到在现实环境下最贴近理论最优结果的绩效管理的规则和制度。本文的结论是,通过适当控制参与企业评价的奖惩对象候选人数量,可以在考评管理成本和评价结果偏离理论最优绩效排序结果的风险之间取得均衡,进而适度地平衡部门与员工绩效差异的冲突。The subjectivity and Department Domination are two problems that almost all organization will be forced to deal with if they intend to implement the employee performance management activity. To eliminate the infaust impact of the subjectivity aspects of Employee Performance Evaluation, the Forced Distribution Method are needed to be adopted. But the Employee Subjective Performance Evaluation under the Department Dominated Forced Distribution Method will cause the conflict between consequences of department performance and employee performance. By using of the reach method of try and error under the assumed restriction, this thesis is intended to enumerate the performance evaluation consequent under all POSsible performance evaluation institution, and compare them with the theoretical optimal ones, finally find the performance evaluation institution in practice under which the performance evaluation consequent is most close to the theoretical optimal ones. Although our research doesn＇t find the explicit optimal settlement, we at least make clear the approach to get that. Our conclusion is that, the balance between the evaluation cost and the risk of deviation of performance evaluation consequent from the theoretical optimal ones, and the conflict between consequences of department performance and employee performance can be eased, by properly control the amount of candidate for rewards and punishment object.

关 键 词：绩效评价 强制分布 主观绩效 

分 类 号：C936[经济管理—管理学]