@article{oai:osu.repo.nii.ac.jp:00001802,
 author = {井上, 仁志 and INOUE, Hitoshi},
 issue = {1/2},
 journal = {大阪産業大学経営論集, Osaka Sangyo University journal of business administration},
 month = {Feb},
 note = {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., 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.},
 pages = {53--73},
 title = {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},
 volume = {17},
 year = {2016},
 yomi = {イノウエ, ヒトシ}
}