期刊名称：Vojnotehnicki glasnik / Military Technical Courier
印刷版ISSN：0042-8469
电子版ISSN：2217-4753
出版年度：2014
期号：6738
页码：141-154
语种：
出版社：Ministry of defence of the Republic of Serbia: University of defence in Belgrade
摘要：It is difficult to achieve rational engagement, directing and developing, motivating, rewarding, and improving organizational efficiency, without the evaluation of the quality of job performance of employees. In management literature, this technique is known as 'employee performance evaluation'. Performance or productivity may be either a measurable result that has been achieved, or behaviour or personal characteristics necessary for performing certain activities in a defined period of time. Recently, a special management approach 'performance management' has been developed, in order to integrate the performance evaluation and the use of assessment results in management, aimed at improving performance. Since the employee performance evaluation is most often the result of subjective judgment of an evaluator about the quality of his/her work, one has to take into account possible errors that characterize such a way of judging. There are several types of errors that an evaluator can commit during the performance evaluation process, and in this paper, an approach to the identification and reduction of distribution errors of evaluators, most widely spread in organizations with a large number of employees, has been presented.
