• Journal of Labour Economics
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• v.31 no.3
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• pp.47-74
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• 2008

Following two pioneering works, Medoff and Abraham(QJE 1980; JHR 1981) and Flabbi and Ichino(LE 2001) which use performance rating of personnel data as individual worker's productivity, this study replicates their analysis using a Korean large firm's personnel data(2000, male white collar workers). According to their methods through Mincerian earnings function, and multinomial logit model that links the distribution of wages and performance ratings, we find that seniority wages appeare continuously even if individual worker's productivity is controlled. Therefore we conclude that incentive or deferred compensation theory is more suitable than human capital theory.

• The Korean Nurse
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• v.23 no.5 s.128
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• pp.28-39
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• 1984

• Journal of the Korean hospital association
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• v.26 no.5 s.244
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• pp.61-65
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• 1997

• Journal of Korean Clinical Nursing Research
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• v.17 no.1
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• pp.70-80
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• 2011

Purpose: This study was done to develop performance appraisal guidelines based on the standardized appraisal tool developed in a previous study. Methods: A preliminary investigation was done to draw up a draft guidelines through a literature review. To verify the content validity of the guidelines, 10 nurse managers reviewed the standardized appraisal tool and draft guidelines. Through this process, the performance appraisal guidelines were revised and supplemented. In order to examine the reliability and validity of the guidelines, 13 nurse managers conducted performance appraisal for 178 nurses. Results: As a result, the items of pre-existing tool was reduced from 63 to 30 for usefulness, and guidelines for each items were developed. Conclusion: The revised performance appraisal tool and guidelines are expected to be useful in objectively evaluating nursing performance objectively.

• Journal of the Korean hospital association
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• v.16 no.6 s.145
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• pp.32-40
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• 1987

• Proceedings of the Korean Institute of Information and Commucation Sciences Conference
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• 2008.10a
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• pp.810-813
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• 2008

As you suddenly enlarged importance recognition of human traces capital as the sources of company competitiveness in the digital times, you reached, and necessity of human traces resources management system to more efficiently manage human traces resources was increased that you were competitive. A developed a small and medium enterprises e-HRM prototype system to reflect decision making to be effective by a weight grant-based evaluation management of various viewpoints and AHP at these papers as you used BSC as you applied performance rating criteria.

• Proceedings of the Safety Management and Science Conference
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• 2009.04a
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• pp.371-380
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• 2009

본 연구는 국내에 있는 한 금융사에서 사용하고 있는 기존 인사평가시스템을 사례로 하여 시스템 운영자와 사용자(모든 임직원)가 시스템을 효율적으로 운영하고 사용할 수 있도록 인사평가시스템을 재구축하였다. 새로 구축될 인사평가시스템의 효율을 보다 높이기 위해 인사평가 업무와 평가 절차를 분석하고 그러한 평가체계를 기존 legacy 시스템(인사평가시스템)에 어떻게 반영이 되었는지도 분석하였다. 해당 금융사는 기존 평가시스템을 통하여 임원과 직원뿐 아니라, 비정규직원까지 년마다 상반기와 하반기로 나누어 업적과 역량평가를 각각 두번씩 실시하고 있었다. 평가결과는 나중에 보상이나 승진 시에 중요한 고과자료로 활용하고 있었다. 업적과 역량평가 뿐만 아니라, 신업사원을 대상으로 하는 정규직 수습평가와 계약직을 대상으로 한 역량평가 그리고 전직원이 대상인 다면평가도 실시하고 있었다. 그런데 여러 해에 걸쳐 인사평가를 실시하는 과정에서 평가프로세스가 여러 차례 변하였고, 많은 평가대상자를 평가하다 보니 예외적으로 처리해야 하는 경우도 발생하였다. 이런 변화와 예외적인 사항을 기존 Lagacy시스템에 반영하다 보니 평가데이터를 관리하는 테이블이 처음보다는 많이 늘어나게 되어 현재 약 170개에 달하고 있었다. 이렇게 많은 테이블 중에는 당시에는 사용했으나, 현재는 사용하지 않게 된 것도 포함되어 있었다. 프로그램 소스도 마찬가지로 새로운 요구사항과 많은 예외사항 처리로 인해 복잡해지고 프로그램 소스의 수도 늘어나게 되었다. 이로 인해 평가시스템 담당자는 시스템을 관리하기가 복잡해지고, 새로운 변화나 요구사항에 대응하기가 어려운 사항이었다. 그리고 담당자가 시스템 관리에 더 더욱 어려움을 겪게된 것은 시스템 담당자가 여러 번 바뀌는 과정에서 인수인계에 제대로 이루어 지지 않게 되었고 인사평가시스템 관리문서도 시스템 변화에 따른 히스토리 내용이 제대로 관리되지 못하고 있었기 때문이다. 그래서 이번 연구에서는 기존 legacy 시스템의 테이블과 프로그램 소스를 분석하여 방만하게 늘어날 데이터 관리 테이블을 효율적으로 줄이고, 예외적인 사항을 새로운 인사평가시스템에서 포괄적으로 수용할 수 있도록 재설계하였다. 또한 인사평가시스템 운영중에도 사용자(임직원)들로부터 있을 수 있는 예외적 요구사항을 미리 예측하여 운영담당자가 신속하고 정확하게 대응 할 수 있도록 하였다.

• Journal of Applied Tourism Food and Beverage Management and Research
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• v.8
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• pp.145-162
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• 1997

Performance appraisal system is to evaluate employee' work performance, work ability and work attitude. It becomes a important foundation of personnel management. This system's goal is to accomplish employee ability development. The purpose of this study is to make some contributions in order to efficient performance appraisal system of hotels by analyzing the problems of current performance appraisal system. The suggestions for efficient performance appraisal system are as follows: 1. Performance appraisal by job analysis. 2. Though evaluators' training for objective assessment. 3. The assistance system of appraisal results for employees. 4. Magnifying use of appraisal results. 5. Object management strategy by using self-rating.

• Journal of Korean Academy of Nursing Administration
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• v.11 no.1
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• pp.89-104
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• 2005

Purpose: The authors reviewed researches related to performance appraisal(32 researches), in order to identify the direction for future research and to establish a credible performance appraisal system. Method: Almost all of the theses and research published in 9 major journals of nursing in korea were reviewed. Results: Most of research(84.4%) were theses and all researches were used to non-experimental design; survey 81.3%, methodological research 15.6%, review 3.1%. The major subjects of study were appraisees and appraisers. Psychosocial data collection which only used questionnaire were 81.3% and carried out interview(12.5%) and delphi-method(3.1%). Data analysis methods were used frequency 78.1%, t-test 62.5%, mean/SD 59.4%, Pearson's correlation 50%, and Cronbach α 50%. Appraisal tool used or developed in studies was graphic rating scales in nine studies and ran parallel with forced distribution in 2. Also, MBO and BSC were developed. Total number of korean terms in performance measurement were 11, and english terms 15. The tendency of the terms was toward performance appraisal or evaluation. Conclusion: In the light of results, we expect development of corporate appraisal tool that can evaluate nurse competence and performance. Total performance management system also should be established.

• Journal of the Korea Institute of Building Construction
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• v.15 no.5
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• pp.537-543
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• 2015

This study is to provide the measures of the reduction which can improve the business efficiency of the office workers of construction company through the analysis of the status of their job stress. The important results obtained through this study are as follows. Firstly, the research on impact factor of job stress showed the performance appraisal and responsibility for business performance are the most stressful factors. Secondly, the research on the problems of activities for stress reduction carried out in the current workplace showed that the most office workers indicated the deficiency of financial investment and exploration of ideas related to the activities and insufficiency of public relation of activities.