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According to Armstrong and Baron (1
According to Armstrong and Baron (1998), Performance Management (PM) được định nghĩa như là nhân tố cốt lõi trong những chiến lược nhân sự; nó là một xu thế quản trị không thể thiếu trong nhiều tổ chức, doanh nghiệp nước ngoài và nó đang được áp dụng khá phổ biến từ nhiều năm qua. Ngoài ra, PM được xem là một quá trình mang lại nhiều hiệu quả trong việc quản lý cá nhân hoặc nhóm. Theo Brewster (2011) đã chia sẽ, PM còn được xem như là một quá trình tập trung vào các vấn đề như tạo mục tiêu, thẩm định, giám sát, phát triển, cung cấp, tạo động lực cho nhân viên nhằm thúc đẩy hiệu suất lao động lên cao và đạt được mục tiêu đề ra. Nói tóm lại, PM được hiểu ngắn gọn là cách thứ quản lý liên kết và mang lại hiệu suất lao động cao. Trong PM, có 3 giai đoạn chính như là lập kế hoạch, quản lý và cuối cùng là xem xét. Trong trường hợp của MCD, nó áp dụng rất tốt PM vào hoạt động kinh doanh hằng ngày và cách thức áp dụng này là thông qua chương trình PDS (Performance Development System). Hệ thống chương trình PDS này sẽ được đăng nhập, liên kết, talent management, recruitment, compensation, develepment, learning... Tất cả mọi nhân viên khi được tuyển dụng vào làm tại MCD đều phải hiểu và sử dụng thành thạo và chịu trách nhiệm về hệ thống PDS.
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According to Armstrong and Baron (1998), Performance Management (PM) is defined as the core element of the HR strategy; It is an indispensable management trend in many organizations, foreign enterprises and it is being applied fairly common from many years. In addition, the PM is viewed as a process of bringing more efficiency in the management of individual or group. According to Brewster (2011) have shared, PM was also viewed as a process of focusing on issues such as creating goals, evaluation, monitoring, development, supply, motivate employees to promote labor productivity up high and achieve your objectives. In summary, the PM is understood as the first way to manage links and high labor performance. In the PM, there are 3 main stages as planning, management and review. In the case of the MCD, it applies very well to PM daily business operations and how this is applied through PDS (Performance Development System). Program system PDS will be logged, link, talent management, recruitment, compensation, develepment, learning ... All the staff to be recruited to work at MCD must understand and use skilled and responsible for PDS system.
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Armstrong and Baron theo (1998), Performance Management (PM) is defined as the core element of the human resource strategy; it is a trend of governance is indispensable in many organizations, foreign companies and it is being applied fairly common for years. In addition, the PM is seen as a process that brings more efficiency in the management of individual or group. According to Brewster (2011) had shared, PM also be seen as a process of focusing on issues such as creating goals, evaluation, monitoring, development, supply, and motivate employees to promote high labor efficiency and achieve its objectives. In short, the PM is understood that a second short link management and labor to bring high performance. In PM, has three main stages as planning, management, and finally consider. In the case of MCD, it applies very well PM on daily operations and how to apply is through the PDS program (Performance Development System). PDS System program will be logged on, link, talent management, recruitment, compensation, develepment, learning ... All employees being recruited to work in the MCD has to understand and use the expertise and bear responsible for PDS system.
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