低绩效人员和人力资源管理规划的评估框架:向韩国的一家人寿保险公司申请
Bong Je Park1, Min Jae Park2, Je Goo Shin1
1Seoul Business School, aSSIST 46 Ewhayeodae 2 Gii, Seoul, Republic of Korea.
Evaluation and program planning
|June 26, 2024
概括
这项研究确定了12个关键因素,导致组织的低绩效,分为个人,领导者,工作和组织维度. 一个新的框架有助于评估和管理表现不佳的企业,以改善业务成果.
科学领域:
- 工商管理 工商管理
- 组织行为 组织行为
- 人力资源管理 人力资源管理
背景情况:
- 低绩效人员显著影响组织的生产力和效率.
- 之前的研究经常在个人,组织或机构层面上单独检查低绩效.
- 对导致低绩效的多方面因素的全面了解对于有效管理至关重要.
研究的目的:
- 综合探索和识别导致组织内表现不佳的因素.
- 开发一个综合评估框架,以了解和解决低绩效的原因.
- 为管理低绩效人员和提高整体组织绩效提供实用策略.
主要方法:
- 广泛的文献审查,以制定面试指南和分类标准.
- 与多家公司的经理和低绩效人员进行个人采访.
- 专家审查和一个案例研究,利用分析层次过程 (AHP) 来进行因素评估.
主要成果:
- 确定导致低绩效的12个不同的因素,分为个人,领导者,工作和组织维度.
- 开发一个全面的和综合的评估框架,用于低绩效者.
- 通过S生命保险公司的案例研究,验证框架的实际适用性.
结论:
- 拟议的框架提供了一种整体方法,用于识别和评估导致低绩效的因素.
- 通过这种框架,有效地管理表现不佳的人员,可以显著改善组织绩效.
- 该研究为各种组织和行业提供了一种实际的工具,以解决业绩不佳的问题.
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