According to the modern theory of human resource management, the condition of buyout mainly depends on two variables of an employee: his interior value of product and exterior work reward. There exist shortages in eva...According to the modern theory of human resource management, the condition of buyout mainly depends on two variables of an employee: his interior value of product and exterior work reward. There exist shortages in evaluating the value of the employees in an enterprise. Consequently, a lot of employees might be laid off. Hence, this paper puts forward a two-stage method for decision-making to carry out a selective plan of buyout, based on the fuzzy synthetic evaluation involing many factors impacting on human resource. Moreover, a positive analysis is also given.展开更多
Linguistic-value appraisement extensively exists in artificial intelligence and social system. In the appraisement of enterprise human resource, there is a great amount of linguistic-value information. In order to imp...Linguistic-value appraisement extensively exists in artificial intelligence and social system. In the appraisement of enterprise human resource, there is a great amount of linguistic-value information. In order to improve the reasonability of the result of appraisement of enterprise human resource, we need to study the methods for processing the linguistic-value information. In this paper, a 2-stages method is proposed for processing the linguistic-value appraisement of enterprise human resource. At the first stage, we choose the experts familiar with the related field according to the appraisement goal and problem. At the second stage, we combine the appraisement results by D-S evidence theory or LOWA operator according to the nature of linguistic variable.展开更多
Performance appraisal is one of the commonly used modern human resource management tools. Many companies which developed to a certain stage began to introduce performance management. But a lot of friends in human reso...Performance appraisal is one of the commonly used modern human resource management tools. Many companies which developed to a certain stage began to introduce performance management. But a lot of friends in human resources circles always hold a controversy on the effectiveness of performance management. In fact, there are problems on the methods and assessment scales. I personally think that a lot of companies use performance appraisal problem mainly occurs due to the presence misunderstanding the purpose of business resulting from the introduction of performance appraisal. For example： taking the wrong assessment methods, there is no breakdown of the work in advance, nor performed posts and responsibilities ; performance appraisal way to take a negative incentive, the employees complained of performance ; lack of strategic height of human resource management, performance appraisal that can not be linked with the actual situation. The following analysis of several performance evaluation methods and its influence is from the perspective of human resources. Each has its advantages and disadvantages, and also has different emphases. I want to share it with everyone and hope everyone can learn something from it.展开更多
Nowadays, the public sector plays an important role when it comes to economic development and growth of a country. The most important chapter is ＂the evaluation of public servants＂. The analysis for the evaluation a...Nowadays, the public sector plays an important role when it comes to economic development and growth of a country. The most important chapter is ＂the evaluation of public servants＂. The analysis for the evaluation and subsequently the personal development and career planning of human resources based on both academic theories and their practical implementation. The new model is based on proportionality and administrative Europeanization, which creates formal and informal rules, modern processes of public policy that will shape common beliefs and values incorporated in the specific national policies. Performance appraisal is the process by which organizations evaluate job performance. The aim of this paper is to provide a comprehensive narration for the performance management in modem public sector, to explain the uses of performance appraisals, to describe the methods of the evaluation and to analyze the role of evaluation.展开更多
文摘According to the modern theory of human resource management, the condition of buyout mainly depends on two variables of an employee: his interior value of product and exterior work reward. There exist shortages in evaluating the value of the employees in an enterprise. Consequently, a lot of employees might be laid off. Hence, this paper puts forward a two-stage method for decision-making to carry out a selective plan of buyout, based on the fuzzy synthetic evaluation involing many factors impacting on human resource. Moreover, a positive analysis is also given.
基金support of National Social Science Foundation of China(Grant No.03CJL004)National Natural Science Foundation of China(Grant No.60074014).
文摘Linguistic-value appraisement extensively exists in artificial intelligence and social system. In the appraisement of enterprise human resource, there is a great amount of linguistic-value information. In order to improve the reasonability of the result of appraisement of enterprise human resource, we need to study the methods for processing the linguistic-value information. In this paper, a 2-stages method is proposed for processing the linguistic-value appraisement of enterprise human resource. At the first stage, we choose the experts familiar with the related field according to the appraisement goal and problem. At the second stage, we combine the appraisement results by D-S evidence theory or LOWA operator according to the nature of linguistic variable.
文摘Performance appraisal is one of the commonly used modern human resource management tools. Many companies which developed to a certain stage began to introduce performance management. But a lot of friends in human resources circles always hold a controversy on the effectiveness of performance management. In fact, there are problems on the methods and assessment scales. I personally think that a lot of companies use performance appraisal problem mainly occurs due to the presence misunderstanding the purpose of business resulting from the introduction of performance appraisal. For example： taking the wrong assessment methods, there is no breakdown of the work in advance, nor performed posts and responsibilities ; performance appraisal way to take a negative incentive, the employees complained of performance ; lack of strategic height of human resource management, performance appraisal that can not be linked with the actual situation. The following analysis of several performance evaluation methods and its influence is from the perspective of human resources. Each has its advantages and disadvantages, and also has different emphases. I want to share it with everyone and hope everyone can learn something from it.
文摘Nowadays, the public sector plays an important role when it comes to economic development and growth of a country. The most important chapter is ＂the evaluation of public servants＂. The analysis for the evaluation and subsequently the personal development and career planning of human resources based on both academic theories and their practical implementation. The new model is based on proportionality and administrative Europeanization, which creates formal and informal rules, modern processes of public policy that will shape common beliefs and values incorporated in the specific national policies. Performance appraisal is the process by which organizations evaluate job performance. The aim of this paper is to provide a comprehensive narration for the performance management in modem public sector, to explain the uses of performance appraisals, to describe the methods of the evaluation and to analyze the role of evaluation.
