PERFORMANS DEĞERLEME SİSTEMİNİN TOPLAM KALİTE İLKELERİ AÇISINDAN ANALİZİ ve UYUMLAŞTIRMA ÖNERİLERİ

Year 2003, Volume: 5 Issue: 19, 55 - 65, 31.01.2003

Bilçin Tak

https://doi.org/10.14783/maruoneri.682617

Cited By: 1

Abstract

The companies which are seeking total quality management suffer from some problems related to human resources management practices such as performance appraisal. That is the reason why some companies fail to achieve employee commitment which is vital for TQM. In this study, traditional performance appraisal system is analyzed based on TQM principles and seven proposals are offered. The main proposals are about; integrating performance appraisal system with the strategic planning process of the organization, aligning individual performance measures with organizational goals, adding multi-rater feedback and team-based performance measurement models to the individual performance appraisal, shortening of the performance appraisal periods, eliminating measurement errors which have steam from the systems and impacts on the individual performance. Also, there are comments on redesigning of the forms using to appraise the performance in terms of measures and measurement scale.

Keywords

Performans değerleme sistemi, Toplam kalite ilkeleri

References

• [1] ANTANIONI, D., "Improve the Peıformance Management Process Before Discontinuing Performance Appraisal", Compensation&Benefits Review, May-June 1994, s.29.
• [2] MOHRMAN, A.; RESNICK, S.; LAWLER, E., Designing Performance Appraisal Systems, Aligning Appraisal and Organizational Realities, Jossey-Bass Pub, San Fransisco, 1990, s.12.
• [3] GIBSON, R., İşi Yeniden Düşünmek, Çev. Sinem Gül, Sabah Yayınları, İstanbul 1997, s.7.
• [4] JOINER, B., Fourth Generation Management, Joiner Association Pub, New York 1997, s.243.
• [5] ECKES, G., "Practical Alternatives to Performance Appraisal", Quality Progress, November 1994, s.58.
• [6] JUST, K., "Team Performance Management'System that Really Work, Center for the Study Work Teams", Proceedings, 1996, University of Texas, www.unt.edu, s.17.
• [7] LAWLER, E.E., III, Rewarding Excellence, Pay Strategies for The New Economy, Jossey-Bass Publishers, San Francisco, 2000, s.186.
• [8] CONGER, J.; FINEGOLD, D.; LAWLER, E., III, "Appraising Boardroom Performance", Harvard Business Review, Jan-Feb 1998, ss.136-148.
• [9] SENGE, P., "İğnenin Gözünden, Geleceği Yeniden Düşünmek", Der. Rowan GIBSON, Sabah Yayınları, İstanbul 1997, s.123.
• [10] POLLARD, D.; BUCKLE, R., "Multi-level Balanced Scorecard: Aligning Performance Measurement for Individual, Teams, Business Units and Whole Organization", www.ey.com, s. 1.
• [11] ROSS, G., "Measurement: Focusing Employee Performance for Alignment", Panaroma Business Views, 1999, s.2.
• [12] KAPLAN, R.; NORTON, D., The Balanced Scorecard: Translating Strategy into Action, Harvard Business School Press, Boston, 1996, ss.199-224.
• [13] MORGAN, B.; SCHINEMANN, W., "Measuring People and Performance: Closing the Gaps", Quality Progress, January 1999, s.5.
• [14] DENTON, D.K., "How a Team Can Grow?", Quality Progress, June 1999, s.53.
• [15] ZIGON, J., "Team Performance Measurement: A Process for Creating Team Performance Standards", Compensation&Benefits Review, 1997, s.11.
• [16] COVEY, 5., Etkili İnsanların Yedi Alışkanlığı, Çev. Gönül SUVEREN, Osman DENİZTEKİN, Varlık Yayını, İstanbul, 1997, s.243.
• [17] HARRINGTON, J., "Performance Improvement: Was Edward Deming Wrong?" TQM Magazine, 1998, s.1.
• [18] ARMSTRONG, M., Performance Management, Kagan Page Pub. 1994, s.145.
• [19] ZIGON, J.,"Team Performance Measurement: Common Problems", www.zigonperf.com.
• [20] "Is Your Performance Appraisal System Team Friendly?", www.zigonperf.com.
• [21] "Development and Validation of an Engineering Team Performance Scale", http://www.icase.edu/newresearch/teamwork/scale.html.
• [22] MARGERISON, C.; McCANN, D.; DAVIES, R., "Focus on Team Appraisal", Team Performance Management an International Journal, Vol.1, 1995, ss.13-18.
• [23] "One Team Approach To Performance Appraisal", www.opm.gov.
• [24] Evaluating Team Performance, A Report of the Working on Evaluating Team Performance, 1993, Interagency Advisory Group Committee on Performance Management and Recognition, www.nprgov, s.28.
• [25] FINLOW-BATES, T., "Deming Was Right-99, 75 Percent of the Time", Measuring Business Excellence, Vol.4, No: 3, MCB University Press, 2000, ss.31-34.
• [26] ANTONIONI, D., "Improve the Performance Management Process Before Discontinuing Performance Appraisal", Compensation&Benefits Review, May-June, 1994, s.29.
• [27] HAMMER, M., "Yönetimin Sonunun Ötesinde", der. Rowan Gibson, Sabah Yayınları, İstanbul, 1997, s.86.
• [28] CARDY, R.L.; SUTTON, C.L.; CARSON, K.; DOBBINS, G., "Person And System Eflects In Performance Appraisal: Rating As A Function Of The Degree Of Performance Responsibility And Error Fullness", Journal of Quality Management, Vol.3, No: 1, 1998, ss.79-99.
• [29] BOUNDREAUX, G., "What TQM Says About Performance Appraisal", Compensation & Benefits Review, May-June 1994, s.3.
• [30] WHITE, M.A.; NEBEKER, D.M., "Team Oriented Performance Management: An Alternative to Traditional Performance Appraisal", Der. Stephen B Knouse, Human Resource Management Perspectives on TQM, ASQC Press, Wisconsin, 1996 , ss.201-204.
• [31] RAY, N., Empowering People at Work, Gawer Pub, 1994, s.146.
• [32] "Team Measurement: Some Whys, Whats and Hows", Center for the Study Work Teams, Proceedings, 1996, University of Texas, www.unt.edu, s.2.
• [33] STEWARD, T., "Why Value Statements Don’t Wor", Fortune, 1996.
• [34] CHURCH, A.H.; WACLAWSKI, J., "Making Multirater Feedback Systems Work", Quality Progress, April 1998, s.82.
• [35] VALLE, M.; DAVIS, K., "Teams and Performance Appraisal: Using Metrics to Increase Reliability And Validity", Team Performance Management, Vol .5, Issue: 8, 1999, s.6.
• [36] ANTONIONI, D., "Designing an Effective 360 Degree Appraisal Feedback Process", Organizational Dynamics, Autumn 1996, s.26.
• [37] From Vision to Revision: Developing A Peer Appraisal Process for the Manufacturing Environment, Center for the Study Work Teams, Proceedings, 1996, University of Texas, www.unt.edu.
• [38] PARNELL, J.; SINGER, M., "The Organizational Charlatan Index, Developing an Instrument to Measure False Performance", Journal of Management Development, Vol.20, No: 5, 2001, ss.448-450.
• [39] BLAU, G., "Testing the longitudinal Impact of Work Variables and Performance Appraisal Satisfaction on Subsequent Overall Job Satisfaction", Human Relation, Plenium Publishing Co., August 1999, s.5.