360度绩效考核的隐性“公平谬误”探究

Research on the Implicit "Fair Fallacy" of 360-degree Performance Appraisal

绩效考核是组织绩效管理的核心环节,意义至关重要。360度绩效考核的公平期待是建立在系列理论假设前提基础之上,实现360度绩效考核实质公平需要深入挖掘分析其存在的若干隐形缺陷与潜在隐患,并且从绩效考核的定位、绩效考核指标的重置、考核申诉机制构建以及绩效责任连带关系划分等方面提出360度绩效考核的蜕变策略,进而促成绩效考核最终目标的实现。

The performance appraisal is the core of organizational performance management,the significance is crucial.The fair 360-degree performance appraisal is based on the series of theoretical assumptions,To realize the essential fairness of 360-degree performance appraisal,it is necessary to deeply explore and analyze some hidden defects and potential trouble. In addition,this paper puts forward the transformation strategy of 360-degree performance appraisal from the aspects of the orientation of performance appraisal,the reset of performance appraisal index,the construction of assessment appeal mechanism and the division of performance liability,so as to achieve the ultimate goal of performance appraisal.