The Study of Position Performance Appraisal Based on Total Relationship Flow Management Theorems

Abstract

Total Relationship Flow Management Theorems(TRFMTs) show that for an organization, its behavior H Or (t) is determined and governed only by its input flow Rf(t) and relationship flow set Rf Ord (t) at its basic level Hd, i.e. the total relationship flow TRf(t) = Rf(t)∪Rf Ord (t). This means that the performance of an organization is not decided by the departments or the positions, but by all kinds of its relationship flows including information flows, matter flows, energy flows, fund flows, personnel flows, etc. Therefore, the assessment of organizational performance should focus on the relationship flows between positions of an organization. In this paper, we study the issue of position performance appraisal on the view of TRFMTs. With the production line positions as an example, we design a system of position performance appraisal based on TRFMTs. Firstly, the system is more suitable for production line positions, which improves the efficiency of position performance assessment. Moreover, it provides a theoretical foundation for organizational behavior and performance appraisal to guide organization to strengthen the management of total relationship flows and develops management to become an exact science.

Performance appraisal, justice and organizational effectiveness: a comparison between two universities

“…Hence, contrary to the performance-based design approach, position and competence-based PAS use long-term indicators which correspond to the specific nature of academic posts and with AE long-term contracts (usually 4–5 years). Additionally, based on the position-based design approach Yin (2016) brings out the importance of taking into account in the PA process efficiency the managerial and leadership activities between the persons holding different positions.…”

“…Different types of PAS, such as performance-based (Kivistö et al , 2017), competence-based (Mikkonen et al , 2018), and position-based (Yin, 2016), exist in HRM practice. Individual, quantitative and short-term measures characterise PAS used for the AEs in higher education (Melo et al , 2010; Alach, 2017).…”