Plutoium1300字.docx

Nameofstudent:SoniaKeywordsofthethesis:PerformancemanagementinhumanresourcesAbstractWiththeeconomicdevelopment,enterprisesarefacinganincreasinglyfiercecompetitiveenvironment.Theyareforcedtofindtheirowncompetitiveadvantagesandestablishtheirownmarketbarriers.Whetherenterprisescarryouttechnologicalinnovationorinstitutionalinnovation,thekeyfactorishumanresources.Asaspecialresource,humanresourcehasinitiative,spilloverandinseparablefromthemainbody.Itisthecomprehensiveembodimentofemployees*technology,quality,abilityandhealth.Humanresourcesisknownasthemostimportantfactorforenterprisestoobtaincompetitiveadvantage.Theefficiencyandeffectofhumanresourcesdeterminetheenterprise'sbusinessabilityandgrowthability,whicharealwaysexpressedthroughtheworkperformanceofemployees.Therefore,enterprisesneedtomanageandmotivateemployees Impact of external environment on performance managementWith the research on the theory and practice of job performance management,workperformance,whichisalsoanimportantfunctionofhumanresources.Withtheresearchonthetheoryandpracticeofjobperformancemanagement,thefocusofperformancemanagementhasshiftedfromtheinsideoftheorganizationtotheoutsideoftheorganization.Theinfluenceoftheexternalenvironmentwillalsoaffecttheperformancemanagementwithintheorganization.Atthesametime,peoplepaymoreattentiontothedrivingfactorsofperformancemanagementtosolvethedisadvantagesintheprocessofexistingperformancemanagement.Inaddition,scholarsalsobegantopayattentiontothedevelopmentofperformancemanagementtools,technologiesandmeasures.researchers'attentiontoperformancemanagementhasshiftedfromtheinsideoftheorganizationtotheoutsideoftheorganization.DaleandDavid(2018),afterstudyingandsummarizingtheliteratureonperformancemanagementandemployeebehaviorinvariousfields,believedthattheexistinghumanresourcemanagementpaidmoreattentiontotheroleofperformancemanagementinhumanresourcemanagementandthefeedbackofemployeesonhumanresourcemanagement.Theyallignoretheimportantfactor,thatis,theinfluenceoffactorsoutsidetheorganization.Forexample,theevaluationofemployees'positionsandworkoutsidetheorganization,theimpactofoutsidetheorganizationonemployees1welfare,etc.Theseexternalfactorswillaffecttheprocessofperformancemanagementonemployeesbyinterferingwithemployees'expectationsandbehaviors.Therefore,theresearchofhumanresourcemanagementonperformancemanagementshouldpayattentiontotheoutsideoftheorganization,comprehensivelyconsidertheexternalfactors,andthenbuildanewperformancemanagementsystem.DaleandDavidalsobelievethatpreviousperformancemanagementstudieshaveoveremphasizeddisciplineandexecution,whichmeansthatitisunfairtoemployees,andperformancemanagementshouldnotonlybeameans.Thiswayofincreasingorganizationalpowerignoresthewelfareofemployees.Inordertochangethissituation,humanresourcemanagementneedstostudyhowtorealizeemployees*happinessandunderstandtheirworkcontributioninemployees'selfconcept.Thisisanewfieldofidentification.Inthisprocess,externalfactorsoftheorganizationplayaveryimportantrole.2. DriversofperformancemanagementScholarsanalyzethedrivingfactorsofperformancemanagementtohelporganizationsfurtherdevelopthevalueofhumanresourcesandintellectualcapital.CristinaandGas(2022)analyzedtheemployabilityandsustainabilityoftheRomanianmarket.Theybelievethatthemainassetintheprocessoforganizationaldevelopmentistheorganization'shumanresources,whichisbecausetheorganizationneedstorelyonthevalueofhumanresourcestoachievethesustainabledevelopmentoftheorganization.Theorganization'shumanresourcescanplayanimportantrestrictiveroleintheorganization'sfuturestrategyandactionplan.Atthesametime,enterprisesalsoneedtorealizethathumanresourcesareaspecialresource,whichhasgreatgrowthanddevelopmentpotential.Humanresourcescanprovideenterpriseswithstrongdevelopmentpotentialandcompetitiveness,whichisaresourcewithhighvalue.Thevalueofhumanresourcesisanimportantfactordrivingtheorganizationtocarryoutperformancemanagement.However,thedevelopmentofhumanresourceswillbeaffectedbylabormarketpoliciesandregionaleconomiclevels.CristinaandgasbelievethatthesituationoftheemploymentmarketinRomaniaisverybad,andthelabormarketpolicyisfullofimbalancesandviolations.Theseproblemsposegreatchallengestothehumanresourcedevelopmentandtrainingoflocalenterprises.3. MethodsofhumanresourceperformancemanagementevaluationIthasbecomeanimportanttoolforthedevelopmentofInternettechnologytoexploreandimprovetheefficiencyofhumanresourcesmanagement.Ying(2021)believesthatbigdataminingtechnologycanhelphumanresourcesperformanceevaluationgetridoftheproblemsoflowefficiency,poorstabilityandpoorreliabilityintraditionalmethods.Bigdataminingtechnologyisanimportantapplicationofcomputeralgorithmtechnologyinthefieldofhumanresources.Bigdataminingtechnologycancomprehensivelyconsiderthemulti-dimensionalinfluencingfactorsofhumanresourceperformance,andanalyzethecorrelationcoefficientbetweenhumanresourceperformancefactors.Thesekeyfactorscandescribetheperformancecharacteristicsoforganizationalhumanresourcesandhelporganizationsmanageeff