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人事評価制度の信頼性に関する一考察 : 人事評価制度が確立していないA社の分析を中心に
https://osu.repo.nii.ac.jp/records/1802
https://osu.repo.nii.ac.jp/records/1802db5f0610-71ec-4a09-b824-ec752c955405
名前 / ファイル | ライセンス | アクション |
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053-073 (1.6 MB)
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Item type | 紀要論文 / Departmental Bulletin Paper(1) | |||||
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公開日 | 2016-07-07 | |||||
タイトル | ||||||
タイトル | 人事評価制度の信頼性に関する一考察 : 人事評価制度が確立していないA社の分析を中心に | |||||
タイトル | ||||||
言語 | en | |||||
タイトル | Concerning" Reliability" in Personnel Evaluation Systems : Focus on Analytical Study of" Company A" Without an Established Personnel Evaluation System | |||||
言語 | ||||||
言語 | jpn | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | 人的資源管理 | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | 制度設計 | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | 評価基準 | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | 目標管理 | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | 評価者訓練 | |||||
キーワード | ||||||
言語 | en | |||||
主題Scheme | Other | |||||
主題 | Human Resource Management | |||||
キーワード | ||||||
言語 | en | |||||
主題Scheme | Other | |||||
主題 | Institutional Design | |||||
キーワード | ||||||
言語 | en | |||||
主題Scheme | Other | |||||
主題 | Assessment Criterion | |||||
キーワード | ||||||
言語 | en | |||||
主題Scheme | Other | |||||
主題 | Target management | |||||
キーワード | ||||||
言語 | en | |||||
主題Scheme | Other | |||||
主題 | Rater Training | |||||
資源タイプ | ||||||
資源タイプ識別子 | http://purl.org/coar/resource_type/c_6501 | |||||
資源タイプ | departmental bulletin paper | |||||
著者 |
井上, 仁志
× 井上, 仁志× INOUE, Hitoshi |
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抄録 | ||||||
内容記述タイプ | Abstract | |||||
内容記述 | Personnel evaluation systems are linked to the treatment and transfer (mobility) of employees, thus, they must ensure fairness and accuracy of evaluation, assuring their "reliability" to those doing the evaluation and employees being evaluated. Previous studies have shown the need for fairness and clarity of the evaluation criteria used in the evaluation procedure so that the full consent of the employees is secured. This study analyzes "Company A," which evaluates its employees without using an established personnel evaluation system. Here it also discusses some of the problems that arise in this situation, and suggests some ideas for redirection and improvement. | |||||
内容記述 | ||||||
内容記述タイプ | Other | |||||
内容記述 | Personnel evaluation systems are linked to the treatment and transfer (mobility) of employees, thus, they must ensure fairness and accuracy of evaluation, assuring their "reliability" to those doing the evaluation and employees being evaluated. Previous studies have shown the need for fairness and clarity of the evaluation criteria used in the evaluation procedure so that the full consent of the employees is secured. This study analyzes "Company A," which evaluates its employees without using an established personnel evaluation system. Here it also discusses some of the problems that arise in this situation, and suggests some ideas for redirection and improvement. | |||||
書誌情報 |
大阪産業大学経営論集 en : Osaka Sangyo University journal of business administration 巻 17, 号 1/2, p. 53-73, 発行日 2016-02 |
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ISSN | ||||||
収録物識別子タイプ | ISSN | |||||
収録物識別子 | 13451456 | |||||
書誌レコードID | ||||||
収録物識別子タイプ | NCID | |||||
収録物識別子 | AA11394617 |