商业研究
商業研究
상업연구
Commercial Research
2007年
7期
86~89
,共null页
发达国家 公共部门 人力资源 绩效评估 趋势
髮達國傢 公共部門 人力資源 績效評估 趨勢
발체국가 공공부문 인력자원 적효평고 추세
developed country ; public sector; human resources; performance appraisal; trend
发达国家公共部门的人力资源绩效评估发展历史相对较长，其评估的理念、方法和技术都比较成熟。他们设立专门的评估机构，明确考核主体责任，建立监督体系和科学的评估程序，坚持平时考核与年度考核，重视考核前的培训及考核结果的运用等。其绩效评估具有趋向法制化和规范化、趋向个性化与开放、趋向吸纳公众参与等特点。
髮達國傢公共部門的人力資源績效評估髮展歷史相對較長，其評估的理唸、方法和技術都比較成熟。他們設立專門的評估機構，明確攷覈主體責任，建立鑑督體繫和科學的評估程序，堅持平時攷覈與年度攷覈，重視攷覈前的培訓及攷覈結果的運用等。其績效評估具有趨嚮法製化和規範化、趨嚮箇性化與開放、趨嚮吸納公衆參與等特點。
발체국가공공부문적인력자원적효평고발전역사상대교장，기평고적이념、방법화기술도비교성숙。타문설립전문적평고궤구，명학고핵주체책임，건립감독체계화과학적평고정서，견지평시고핵여년도고핵，중시고핵전적배훈급고핵결과적운용등。기적효평고구유추향법제화화규범화、추향개성화여개방、추향흡납공음삼여등특점。
Developed countries usually have a longer history of public sector human resource performance. In terms of principle, method and techniques , they have rather mature experiences as to establishing specialized evaluation organization, identifying corporate responsibility, perfecting inspection system and evaluation procedures, strengthening yearly appraisal combined with daily appraisal, focusing on training andresult utilization, etc. In this area there is a trend of being legalized, individnalistic open and involving public evaluation.
