摘要
由于宽厚性错误和严厉性错误、光环错误等的存在,使得简单地比较不同部门员工的绩效考核存在不公平性。可采用二次调整法对企业不同部门的员工考核结果进行处理,即用部门平均分和部门得分进行调整,从而使不同部门的考核结果具有横向可比性,为企业员工的全员绩效比较提供了统一的评价标尺。
Because of the existence of generous error, severe error and corona error, simply comparison of the performance of the employees in different departments is unfair. Double adjusting method can be used to deal with the examination results of the employees in different departments, and average scores and department scores can be used to adjust the scores of the employees so that examination results of different departments can be horizontally compared. Thus, universal evaluation standard is provided for all employees of the enterprises.
出处
《重庆工商大学学报（西部论坛）》
2009年第3期100-102,共3页
Journal of Chongqing Technology and Business University:West Forum
关键词
绩效考核
二次调整法
宽厚性错误
严厉性错误
光环错误
performance examination
double adjusting method
generous error
severe error
corona error
