美国大学抄袭：了解资源管理
美国大学抄袭：了解资源管理
自古以来，绩效管理一直是人力资源管理学科中最关键、批评最多的问题之一。的确，对绩效管理进行了大量的研究，使其成为人力资源管理实践中最受赞扬、批评和争论最多的实践。绩效管理已经成为最受批评的管理实践之一。这是因为对大多数管理者来说，绩效考核仍然是他们感到沮丧和失望的主要原因(Austin, 2013, p. 32)。在全球范围内，企业为了成为员工的首选雇主而苦苦挣扎，它们一直希望吸引最优秀、最聪明的人才。因此，他们承担不起绩效考核体系薄弱或存在缺陷的后果。几十年来，绩效管理一直是最受批评的管理实践，因为它清楚地描述了组织在其运作中没有充分利用绩效管理系统的事实。即使在人力资源管理过程中投入较少，也必然会失败。几十年来，由于各种原因，绩效管理一直是最受批评的实践之一。
例如，大多数组织和他们的高级经理们继续把绩效管理视为一种“机械的年度仪式”，这是一种必要的邪恶，但它与他们的底线无关(戴蒙，2013)。一般来说，可以真正地断言，人们对有效使用管理做法所包含的权力几乎没有理解和承认。这也高度归因于大多数业务经理实际上很少了解绩效管理和人力资源管理在其各自组织中所发挥的作用。对绩效管理优点的不太支持的观点表明，绩效管理和审查都助长了短期绩效，甚至消灭了长期规划，从而破坏了团队合作，助长了政治和竞争，并造成恐惧。其他个人也批评了在组织中使用绩效管理系统时所遇到的实际困难，同时提供了支持基本原则。因此，很明显，在有效使用考绩管理方案方面缺乏普遍的协议。
美国大学抄袭：了解资源管理
Since time immemorial, performance management has always continued to be one of the most critical and most criticized issues in the human resource management discipline. Indeed, enormous research has been carried out on performance management thus making it to become not only the most praised, but also the most criticized and debated HR management practices. Performance management has become one of the most criticized management practices. This is because performance reviews has continued to be a major source of frustration and disappointment for most managers (Austin, 2013, p. 32). In a global world where companies are greatly struggling in order to become the employers of choice for employees, they have always hoped to attract the best and brightest available talent. And therefore they cannot afford to have weak or flawed performance review systems.Performance management has been the most criticized management practices for decades because it has transparently depicted the fact that organizations have underutilized performance management systems in their operations. And even invested less in HRM management processes are bound to fail. Performance Management has been one of the most criticized practices for decades because of various reasons.
For instance, most of the organizations together with their senior managers have continued to regard performance management as being a “mechanistic annual ritual” that is a necessary evil yet it has no relevance towards their bottom lines (Dimon, 2013). Generally, it can genuinely be asserted that there has been little understanding and recognition of the power contained in the effective use of management practice. This is also highly attributed to the fact that most of the business managers actually have little appreciation of the role played by performance management and Human resource Management in their respective organizations.Less supportive perspectives of merits arising from performance management have suggested that both performance management as well as review nourishes the short term performance and even annihilates long term planning thus demolishing team work, nourishing politics and rivalry, and builds fear. Other individuals have also criticized the practical difficulties that are encountered when using performance management systems in organizations while offering supporting underlying principles. It is therefore quite evident that there is absence of universal agreements as regards the effective use of the performance management programs.
