绩效考核强制比例分布评价法有效性影响因素的质性研究——基于扎根理论的探索性分析

Qualitative Study on the Factors Infl uencing the Eff ectiveness of Compulsory Proportional Distribution Evaluation Method for Performance Assessment:Exploratory Analysis Based on Grounded Theory

强制比例分布评价法在绩效考核中的积极作用已经得到大量实践证明。但近年来,实务界也存在对这种绩效评价方法的质疑,认为强制分布容易导致“矛盾激化”或“形式主义”的问题,从而影响其作为绩效考核工具的有效性。文章采用质性研究方法,运用扎根理论对绩效考核强制比例分布评价法有效性的影响因素进行了探索性分析。研究发现,绩效文化、程序执行、结果应用、支持机制、群体特征这五个因素会对强制比例分布评价法在绩效考核实施过程中的有效性产生重要影响。因此,提升绩效考核强制比例分布评价法的实施效果,应培育良性互动的个体主义绩效文化,建立程序公平的绩效考核规范,强化多维关联的绩效结果应用体系,完善以绩效辅导为核心的绩效支持机制,加强群体特征适配性评估能力。

The positive role of the forced proportional distribution evaluation method for performance assessment has been extensively proven in practice.This paper adopts a qualitative study method and applies the grounded theory to explore the factors influencing the effectiveness of the forced proportional distribution evaluation method for performance assessment.As found,five factors,including performance culture,program execution,result application,support mechanisms,and group characteristics,have a significant infl uence on the eff ectiveness of the forced proportional distribution evaluation method in the implementation process of performance assessment.This paper suggests cultivating a positive and interactive individualistic performance culture,establishing performance assessment criteria with procedural fairness,strengthening a multi-dimensional performance result application system,improving performance support mechanisms with performance coaching as the core,and strengthening the ability to evaluate group characteristics adaptability.This provides practical reference for enterprises to reasonably use the forced proportional distribution evaluation method for performance assessment.