This thesis is an evaluative research and review on the performance appraisal system which is one of the most fundamental systems in personnel administration. The objective of the study is to suggest the direction for the sound performance appraisal system which can be applied in Korean industry, utilizing the methodology of an evaluative research.
The independent variables are selected by analyzing the performance appraisal on the basis of the literature review, which has summarized the recent research results mostly studied in the United States. They are implementation of performance appraisal system, training of appraisers, support of top management, appraisal period, appraisal criteria, feedback of the appraisal results, participation of the appraisees, level of the appraisers, appraisal techniques, use of the appraisal results, and the objectives of the appraisal. The data are collected from the current appraisal systems in pharmaceutical industry by interviewing the personnel administrators, or the chief of the department of production who are responsible of the female workers in the production line.
"Satisfaction", "loyalty", "effectiveness", and "motivation" are selected as dependent variables and the data are collected by the questionnaires which are responded by the female workers in the production line.
By analyzing the relations between the independent variables and the dependent variables, the following results are obtained.
1) The average of "satisfaction", "loyalty", and "effectiveness" of the companies which implement the appraisal system are significantly higher than those of the companies which do not. (p < .05)
2) The averages of the "loyalty", "effectiveness", and "motivation" of the companies which train the appraisers are significantly higher than those of the companies which never train. (p < .05)
Also, the degree of the training has a significant correlation with "satisfaction", "loyalty", and "effectiveness". (p < .05)
3) All of the dependent variables of the companies whose top management support strongly show the significantly higher averages than those of the companies whose top management do not. (p < .05)
Also, the degree of the support of the top management has a significant correlation with all of the dependent variables.(p < .01)
4) The averages of all of the dependent variables of the companies which have participative programs are significantly higher than those of the companies which have not. (p < .01)
Also, the degree of the participation has a significant correlation with all of the dependent variables. (p < .01)
5) The averages of all of the dependent variables of the companies which feedback the results to the appraisees are significantly higher than those of the companies which do not. (p < .01)
Also, the degree of the feedback has a significant correlation with all of the dependent variables. (p < .01)
These results suggest that the theoretical results studied in the United States are also applicable in Korean industry. That is, the performance appraisal system is also valuable in Korean industry, and furthermore, the support of the top management, the training of the appraisers, the feedback of the appraisal results to the appraisees, and the participation are all important and indispensible factors for the performance appraisal system in Korean industry.
本 論文에서는 人事考課制度의 정의, 목적, 연구방향의 흐름, 고과기법, 고과기준, 인사고과의 실시 등 인사고과제도의 전반적인 綜合的 檢討를 하였으며, 이를 근거로 하여 인사고과제도에 관한 評價的 硏究를 하였다.
인사고과제도의 평가적 연구에서는 8개 제약기업의 生産職 女工을 대상으로 하여, 그들에 대한 現行 人事考課를 독립변수로, 女工들을 통하여 조사한 만족도, 애사심, 인사고과, 실효도, 動機化의 4가지를 종속변수로 하였다. 독립변수는 인사담당자와 面接을 통하여, 종속변수는 여공들에게 설문지를 통하여 조사하였으며, 이 조사결과에 의하여 독립변수와 종속변수의 관계를 분석하였다.
그 分析 결과는 다음과 같다.
① 인사고과를 실시하는 기업의 만족도, 애사심, 인사고과의 실효도가 실시않는 기업에 비해 평균이 유의적으로 높았다.(P<.05)
② 고과자의 훈련을 조금이라도 실시하는 기업의 애사심, 실효도, 동기화가 有意的으로 높은 평균을 보였으며(P<.05), 훈련의 정도와 만족도, 애사심, 실효도 사이에 有意的 상관관계가 있음을 보였다.(P<.05)
③ 최고 경영층의 관심이 강한 기업이 4가지 종속변수 모두 有意的으로 높은 평균을 보였으며(P<.05), 관심의 정도와 4가지 종속변수 각각에 有意的 상관관계가 있음을 보였다.(P<.01)
④ 참여적 제도가 있는 기업의 4가지 종속변수 모두 有意的으로 높은 평균을 보였으며(P<.01), 참여의 정도와 4가지 변수 각각에 유의적 상관관계가 있음을 보였다.(P<.01)
⑤ 고과결과를 제시하는 기업의 4가지 종속변수의 평균이 有意的으로 높았으며(P<.01), 제시정도와 4가지 종속변수 각각에 有意的 상관관계가 있음을 보였다.(P<.01)
이러한 결과는 우리나라에서도 인사고과제도가 필요하며, 그 실시에 있어 최고 경영층의 관심, 고과자의 훈련, 고과결과의 제시, 참여적인 운영이 인사고과 제도의 개선에 중요한 요인이 되는 것을 시사하고 있다.
