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程序公正是近年来管理研究的热点领域。有研究表明,绩效考核的程序公正甚至重于结果公正。本文以浙江J集团公司一次失败的绩效考核为例,分析了该公司绩效考核过程中过程非公正的现状,并提出了绩效考核过程中实现程序公正的对策。
Procedural justice is a hot area of management research in recent years. Some studies show that the performance appraisal procedure even more than the fairness of the results. This paper takes a failed performance evaluation of Zhejiang J Group as an example to analyze the status quo of the process unjustness in the performance appraisal process of the company and puts forward the countermeasures to realize procedural fairness in the process of performance appraisal.