外文翻譯--設(shè)計(jì)一種性能評價系統(tǒng)的全面質(zhì)量管理方法-文庫吧
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【正文】 行改進(jìn)的考績制度：制定明確的業(yè)績考績 。一致性執(zhí)行 。不因?yàn)閭€人差異而有所區(qū)分，提供公平的個人和群體的考評系統(tǒng)。以特殊的行業(yè)，職業(yè)發(fā)展，與人員排名區(qū)分開來做考績制度，并作為單獨(dú)的進(jìn)程管理。最重要的因素為改善考績制 6 度是管理培訓(xùn)和改變一些評級制度。改變評價制度，盡量減 少類的數(shù)量增加難以準(zhǔn)確評級受雇人員的士氣和大大減少的因人員增加難以公平考評，非生產(chǎn)性工作（場）管理人員必須做的（發(fā)揮）不能用管理考核評價隨意評分，要公平。采用擬議的考績制度將對組織的發(fā)展起推進(jìn)作用，其集成了全面質(zhì)量管理哲學(xué)。如果人們?nèi)媸褂觅|(zhì)量管理組織，那么，這種尊重個人激勵員工的人事制度將反映這一哲學(xué)。 參考文獻(xiàn)： 1 Deming W E Out of crisis Cambridge M A M IT Center for Adv Eng Study U SA 1986 2 Scherer back W The to quality and productivity road maps and locks Rockville M D Mercury Press Fairchild Pub lications,USA,1986 3 Schulte s P R Performance appraisal new directions In 1991 Hunter Conference on Quality Madison W I Madison Area Quality Improvement Network,USA,1991 4 Tabulation MZ Creation of management performance measures from employee surveys Quality Management USA July,1994 5 Pickard K D S Anticipating and overing resistance to TQM In A SQC 48th Annual Quality Congress Proceedings,USA, 7 A TOTAL QUALITY PROCESS FOR DESIGN OF A PERFORMANCE APPRA ISAL SYSTEM Remer D S Department of Industrial lame echini ice l Engineering University of W icon sin2M Addison Madison W I53706USA ABSTRACT： This paper proposes an improved performance appraisal system(PAS)that is based on the philosophy of to quality management(TQM).It focuses on understanding the customers(both geminated employees)requirements for the PAS in order to prioritize and simplify the basic elements of the appraisal system and implementation process The improved process is defined by performance planning counseling and evaluation with assessments for individual team and management contributions In addition reducing the rating scale to three categories should positive evaluation process for most employees and still allow a const focus on those that must be improved Finally if people e first in the TQM organization then the personnel systems must reflect this philosophy Key Words : total quality management performance appraisal system recognition VOICE OF THE CUSTOMER inter views A new approach to PAS begin switch a better understanding of customer requirements for a PAS. The first step is voice of the customer interviews which involved interviewing representative employees that are affected by the appraisal process. These employees defined as customers of the process are the managers who are responsible for performance app implementation and employees (including managers) that are evaluated under the performance appraisal process. This customer inter is used as input for determining the design requirements for the proposed appraisal system. The voice of the customer interviews are conducted with 10 people and took approximately 1h each. This group consists of 2 current managers 4 employees that had management experience but are not currently managers and 4 employees that have never been in management. Their experience with PAS ranged from 526 years. These interviews are one on one face to face that 8 provided for a structured interview while still allowing spontaneous ment from the interviewees. After an explanation of the purpose of the interview the initial questions enabled an open ended response about what the person liked most or least about PAS and what is most or least valuable about PAS This is followed by some questions about the background of the person being in and for assessment of some specific questions related to some basic purposes of performance appraisal systems. In addition the interviewee is asked to assess 6 perceived problems with PAS as stated by Ref. The ments express about what people liked about PAS far outweighed the ments about what they liked. 1. 2 Matrix analysis Each respondent is then asked to choose between Strongly (S) Moderately (M ) or do not agree (N ) 。for each of 15 specific Statements about the performance appraisal system based on their own personal experience This information is structured as customer requirements in the relationship matrix shown in Fig “WHAT ”the customer wants from the PAS On the other axis some system or process elements are listed IE HOW ”the PAS should be structured to meet TQM requirements The interviews with the employees are use
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