Technology in Chinese companies

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Abstract


In the present article is explained the role of personnel evaluation in the companies of PRC (as: shortage of the qualified experts, responsible for the stuff-evaluation; non-structural evaluation procedure; existence of unprompted evaluation procedures; absence of feed-back from the evaluated staff; drawbacks in the practical employing of foreign methods by the Chinese head executives. The specific recommendations are given on effective development of the personnel evaluation system for HR technology in the Chinese companies: increasing in professionalism of the estimators; accurate planning of the estimation procedure; asking for feed-back from the evaluated staff; extension of evaluation methods (from traditional interview to complex and elaborated methods of personnel evaluation); providing transparency of evaluation procedures (let each member of the staff be aware of the rules, results and consequences of the evaluation); introduction of the foreign evaluation methods and technologies and their proper adaptation to the specific national environment.

F Gao

Peoples’ Friendship University of Russia

Email: edisongao@mail.ru
Management Department

M F Mizintseva

Peoples’ Friendship University of Russia

Email: mfmizin@mail.ru
Management Department

A R Sardaryan

Peoples’ Friendship University of Russia

Email: anna_al_edu@mail.ru
Management Department

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