基于三重优势的知识员工绩效竞优评析方法及应用
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摘要
针对在知识员工绩效评价过程中将员工视为孤立个体,且较少考虑知识员工绩效特征的问题,在竞优理论的指导下,提出了一种将知识员工置于组织环境中进行绩效评析的方法。基于对知识员工行为差异和绩效价值的认同,对知识员工的内质优势、相对优势和整体优势进行有效挖掘。通过科学合理的信息集结方式,获得基于此三重优势的绩效指标权重结构。最后,以某软件企业9名知识员工的绩效评价为例,对该方法的有效性和实用性进行了验证。
Aiming at the problem that employees were regarded as isolated individuals and their performance characteristics were less considered in the performance evaluation of knowledge employees, a novel method for performance evaluation in an organizational environment based on the thought of better action conforming to natural rules was proposed. First, the internal advantages, the relative advantages, and the overall advantages of an employee were fully investigated based on the recognition of the differences of knowledge employees' behavior and the value of performance. Next, the weight structure of the performance index based on the three advantages was obtained using a scientific and reasonable information gathering method. Finally, the validity and practicability of the method proposed were verified by taking the performance evaluation of 9 knowledge employees in a software company as an example.
Aiming at the problem that employees were regarded as isolated individuals and their performance characteristics were less considered in the performance evaluation of knowledge employees, a novel method for performance evaluation in an organizational environment based on the thought of better action conforming to natural rules was proposed. First, the internal advantages, the relative advantages, and the overall advantages of an employee were fully investigated based on the recognition of the differences of knowledge employees' behavior and the value of performance. Next, the weight structure of the performance index based on the three advantages was obtained using a scientific and reasonable information gathering method. Finally, the validity and practicability of the method proposed were verified by taking the performance evaluation of 9 knowledge employees in a software company as an example.
引文
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[2] Borman W C,Motowidlo S J.Task and contextual performance:The meaning for personnel selection research [J].Human Performance,1997,10(2):99-109.
[3] Drucker P F.Knowledge-worker productivity the biggest challenge[J].California Management Review,1999,41(2):79-94.
[4] Jan D,Ceylan C,Ferdinnd J.Knowledge work's creativity and the role of the physical work environment[J].Human Resource Management,2011,50(6):715-734.
[5] 姚艳虹,衡元元.知识员工创新绩效的结构及测度研究[J].管理学报,2013,10(1):97-102.
[6] 孙鸿飞,倪嘉苒,武慧娟,等.知识型员工心理资本与工作绩效关系实证研究[J].科研管理,2016,37(5):60-69.
[7] 何钦成,王孝宁,韩大勇,等.TOPSIS法在科技人员业绩评价中的应用[J].科研管理,2004,25(4):16-22.
[8] 吴先聪,刘星.基于格序理论的管理者绩效评价方法[J].系统工程理论与实践,2011,31(2):239-246.
[9] 胡蕾,郭亚军,易平涛.高新技术企业R&D人员动态绩效评价方法及应用[J].技术经济,2009,28(6):18-21.
[10] 张光进,摩建桥.R&D人员绩效特征及考评方法权变选择研究[J].科学学研究,2014,32(9):1352-1359.
[11] 赵希男,刘炳东,许慧敏.竞优思想及其对人类进步的作用分析[J].科学技术与辩证法,2006,23(2):32-35.
[12] 赵希男,褚德海,王飞.论竞优及其管理[J].管理学报,2012,9(4):4 92-498.
[13] 赵希男,朱春红,王艳梅,等.竞优评析理论方法与应用[M].北京:科学出版社,2012.
[14] 赵希男,王启明,温馨.一种竞优评析方法及应用[J].系统管理学报,2008,17(5):591-599.
[15] 赵希男,张莉莉,王飞.群体竞优行为特征识别方法及其应用研究[J].运筹与管理,2010,19(2):84-91.
[16] 贾建锋,赵希男,朱珠,等.面向层次结构的高管胜任特征竞优评价研究[J].系统管理学报,2013,22(2):257-262.
[17] 赵希男,贾建锋,付永良.基于个体优势识别的团队胜任特征研究[J].管理科学,2008,21(5):74-80.
[18] 张发明.一种融合相似与差异特征的组合评价方法及应用[J].系统管理学报,2013,22(4):498-504.
[19] 廖建桥,陈建文,张光进.知识员工绩效特征的实证探析[J].研究与发展管理,2008(6):36-42.
[20] Janssen O,Van Yperen N W.Employees’ goal orientations,the quality of leader-member exchange,and the outcomes of job performance and job satisfaction[J].Academy of Management Journal,2004,47(3):368-384.
[21] 李磊.高知识型员工柔性绩效评价激励与流动机制研究[D].天津:天津大学,2009.
[22] 韩翼,廖建桥,龙立荣.雇员工作绩效结构模型构建与实证研究[J].管理科学学报,2007,10(5):62-77.