| Abstract |
Human resource management (HRM) involves human resource planning, recruitment, training, benefits, assessments, promotion. Human resource performance management (HRPM) is focused on individual job performance assessment, evaluation, bonus assignment, etc. However, the traditional HRPM in hierarchical organization is conducted by functional departments. For example, the sales department is responsible for most of the selling pressure, and owns most of the bonus dispatched. However, the accounting department and personnel office are regarded as the staff departments. They have almost no selling pressure, and of course no good bonus benefits. Faced with IT advanced contemporary business, the traditional function-style organization is gradually replaced by the process-based organization. It is doubtful whether the traditional HRPM is suitable for a modern enterprise scheme. From our knowledge, there are some innovative HRPM models (named engineering perspectives) existing in the literature. This paper makes a comparison between these perspectives, and gives an example to explain the results. |
