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〈論文〉個人の得意分野を最大限認める人事評価システム
https://kindai.repo.nii.ac.jp/records/10918
https://kindai.repo.nii.ac.jp/records/10918799d20bc-3088-4387-bcbb-38bdefdb9203
名前 / ファイル | ライセンス | アクション |
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AA1196034X-20121130-0017.pdf (3.9 MB)
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Item type | ☆紀要論文 / Departmental Bulletin Paper(1) | |||||
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公開日 | 2013-01-21 | |||||
タイトル | ||||||
タイトル | 〈論文〉個人の得意分野を最大限認める人事評価システム | |||||
タイトル | ||||||
言語 | en | |||||
タイトル | 〈Articles〉A Personal Evaluation System which Accepts Personal Expertise to the Maximum | |||||
著者 |
大村, 雄史
× 大村, 雄史 |
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言語 | ||||||
言語 | jpn | |||||
キーワード | ||||||
主題 | 人事評価, 階層型評価モデル, 数理計画法, オペレーションズリサーチ Personnel performance evaluation system, Hierarchical evaluation system, Mathematical programming, Operations research |
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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(英) | ||||||
en | ||||||
Omura, Takeshi | ||||||
著者 所属 | ||||||
近畿大学経済学部; 教授 | ||||||
著者所属(翻訳) | ||||||
Kinki University | ||||||
版 | ||||||
出版タイプ | VoR | |||||
出版タイプResource | http://purl.org/coar/version/c_970fb48d4fbd8a85 | |||||
出版者 名前 | ||||||
出版者 | 近畿大学経済学会 | |||||
書誌情報 |
生駒経済論叢 en : Ikoma Journal of Economics 巻 10, 号 2, p. 17-29, 発行日 2012-11-01 |
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ISSN | ||||||
収録物識別子タイプ | ISSN | |||||
収録物識別子 | 13488686 | |||||
抄録 | ||||||
内容記述タイプ | Abstract | |||||
内容記述 | [概要] 本論文では人事評価への不満軽減の1つとして, 被評価者の得意分野を最大限評価する人事評価システムを提案する。ほとんどの人事評価システムでは,評価項目や評価項目のウェイトは組織が決定し, そのウェイトに従って各被評価者の総合評価を決定する。仕事内容が画一的なものであれば, このような方式は一定の意味を持つと考えられるが, 仕事内容が画一的でない場合にはそうも言えなくなる。そこで, 各評価項目のウェイトの合計を1として標準化し, 同時に各評価項目のウェイトの値に一定の幅を持たせるという条件の下で, 各被評価者の総合評価を最大化することを考える。その場合に計算で求められた各評価項目のウェイトは, 各被評価者が自分が最も有利となる評価項目のウェイトであるので, ウェイトが組織で決められているという不満を多少なりとも軽減できると思われる。 [Abstract] This paper presents a personnel performance evaluation system which accepts personal expertise to the maximum. In most personnel performance evaluation systems, an organization decides the evaluation item and the weight of the evaluation item. If the work is stereotypical, such a evaluation system has some kind of meaning. However, in case that the work is not so, such a evaluation system does not have any kind of meaning. Therefore, under the condition that an organization accepts a certain range for the weight of evaluation item, a personnel performance evaluation system is presented in order to maximize the total evaluation point for each person. The calculated weight of each evaluation item in this case is most advantageous to the person. Therefore, the dissatisfaction of the weight of the evaluation item being decided only by an organization, will be decreased. |
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内容記述 | ||||||
内容記述タイプ | Other | |||||
内容記述 | 著者名別表記:Ohmura, Takeshi | |||||
フォーマット | ||||||
内容記述タイプ | Other | |||||
内容記述 | application/pdf |