Guoqing li the ohio state university u s
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What Can We Learn from Performance Assessment? — The System and Practice in an Academic Library 绩效评估得失谈 —— 以美国某大学为例. . GUOQING LI, THE OHIO STATE UNIVERSITY, U.S. 美国俄亥俄州立大学图书馆 李国庆. Design/Methodology/Approach 研究方法. One existing PA system of a university library is presented. 以某大学图书馆为例,结合文献。

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Guoqing li the ohio state university u s

What Can We Learn from Performance Assessment?—The System and Practice in an Academic Library

绩效评估得失谈——以美国某大学为例

.GUOQING LI, THE OHIO STATE UNIVERSITY, U.S.

美国俄亥俄州立大学图书馆

李国庆


Design methodology approach

Design/Methodology/Approach研究方法

  • One existing PA system of a university library is presented. 以某大学图书馆为例,结合文献。

  • Descriptive analyses of two specific system-inherent problems, respectively: weighting scheme of the evaluated criteria and disqualification of the immediate supervisor as rater, are conducted. 分析两大问题:量化失衡与主管缺席

  • The purpose of PA is addressed with reference to PA and pay linkage. 与工资报酬挂钩

  • Circular supervision as an effective element to ultimately eliminate individual errors in an administration is discussed. 权力制衡


Definition

Definition 定义

  • In this study, PA (performance assessment) is used to refer to the system and practice of work performance evaluations.

    绩效评估亦称考评、考绩等,指的是考察评估工作成效的机制

  • The PA system is the specified mechanism that is used to guide and regulate the process of performance evaluation.

  • The PA practice is concerned with how PA is actually implemented and carried out in an organization.

  • In the citation of literature, such terms as appraisal, evaluation, and review are used interchangeably with assessment.


Pa as a controversial issue 1 1

PA As A Controversial Issue (1)有关绩效评估的争议 (1)

Positive function 积极作用

  • Administrative (to assist in determining promotions, transfers and merit compensation) 管理作用

  • Informative (to provide data on job performance as well as strengths and weaknesses) 资料作用

  • Motivational (to create learning experiences that motivate development) 激励作用


Pa as a controversial issue 2 2

PA As A Controversial Issue (2)有关绩效评估的争议 (2)

Negative reviews:消极作用

  • Manipulative, abusive, autocratic, and counterproductive

    人为操纵、滥用、独断专行,产生相反效果

  • Nourishes fear, encourages short-term thinking, stifles teamwork, and is no better than lotteries

    制造畏惧心里、短期计划、不利团队协作


The pa system of cl 1 1

The PA System of CL (1)案例图书馆的绩效评估系统 (1)

Figure 1. The Dual-Track Evaluation System 双轨制


The pa system of cl 2 2

The PA System of CL (2)案例图书馆的绩效评估系统 (2)

Figure 2. Weighting of Categories 评估量化分类


The pa system of cl 3 3

The PA System of CL (3)案例图书馆的绩效评估系统 (3)

Figure 3. Descriptors and Numerical Equivalents 评分


The pa system of cl 4 4

The PA System of CL (4)案例图书馆的绩效评估系统 (4)

Figure 4. The ETPS-AD Ratings 评分方法


Two system inherent problems 1 1

Two System-inherent Problems (1)两大问题 (1)

  • Weighting scheme of the evaluated criteria

    评分设计的缺陷:工作表现统治一切

    Figure 5: Rating Results from the CL PA System


Two system inherent problems 2 2

Two System-inherent Problems (2)两大问题 (2)

  • Disqualification of the immediate supervisor as rater

    主管缺席

    Figure 8: The Evaluatee and the Voter


The p urpose of pa

The Purpose of PA绩效评估的目的

  • Do we assess to evaluate performance, or do we assess to put people on a manipulated performance curve, and single out a small group of prospective merit money recipients?

    只为加工资

  • The beliefs of the top level of administration in the purpose of PA are a determining factor for the success or failure of the PA process.

    决定于行政主管


Pa and m erit c ompensation

PA and Merit Compensation绩效评估和报酬奖励

  • The PA ratings (regardless of their validity level) are not the only factors that contribute to the pay decision.绩效评估不是决定工资调整的唯一因素

  • A flawed administrative structure—lack of circular supervision.无权力制衡


Findings

Findings 发现

The PA system and practice of CL are flawed by the following:

  • The weighting scheme of the evaluated categories is so allocated that the least measurable category has the overriding power.

    评分设计使得最无法量化的一项占统治地位

  • The most qualified evaluator (the direct supervisor) is deprived of the numeric rating vote.

    最有资格做评估的人无权参与

  • The end ratings from the PA lead to unfair merit compensation decisions and salary inequity.

    评估结果导致不公正的报酬奖励

  • The system lacks a circular supervision mechanism to eliminate undefeatable power in the administration.

    缺乏权力制衡导致行政主管的绝对权力


Conclusions

Conclusions结论

In theory, a sound PA system can effectively help to create a healthy work environment, establish nice interpersonal relationships, encourage active work attitude, and promote productivity. However, poorly designed systems impose quite negative impacts on us. How to establish and continuingly improve a performance assessment system, therefore, is an urgent issue that needs to be more closely examined and adequately addressed in the library and management literature.

成功的绩效评估机制能创造健康的工作环境,建立良好的人际关系,鼓励积极的工作态度,促进工作成效。有缺陷的机制则有相反的消极作用。


Guoqing li the ohio state university u s

Questionsand Comments

THANKS!

谢谢!


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