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1、Nameofstudent:SoniaKeywordsofthethesis:PerformancemanagementinhumanresourcesAbstractWiththeeconomicdevelopment,enterprisesarefacinganincreasinglyfiercecompetitiveenvironment.Theyareforcedtofindtheirowncompetitiveadvantagesandestablishtheirownmarketbarriers.Whetherenterprisescarryouttechnologicalinno
2、vationorinstitutionalinnovation,thekeyfactorishumanresources.Asaspecialresource,humanresourcehasinitiative,spilloverandinseparablefromthemainbody.Itisthecomprehensiveembodimentofemployees*technology,quality,abilityandhealth.Humanresourcesisknownasthemostimportantfactorforenterprisestoobtaincompetiti
3、veadvantage.Theefficiencyandeffectofhumanresourcesdeterminetheenterprisesbusinessabilityandgrowthability,whicharealwaysexpressedthroughtheworkperformanceofemployees.Therefore,enterprisesneedtomanageandmotivateemployees Impact of external environment on performance managementWith the research on the
4、theory and practice of job performance management,workperformance,whichisalsoanimportantfunctionofhumanresources.Withtheresearchonthetheoryandpracticeofjobperformancemanagement,thefocusofperformancemanagementhasshiftedfromtheinsideoftheorganizationtotheoutsideoftheorganization.Theinfluenceoftheexter
5、nalenvironmentwillalsoaffecttheperformancemanagementwithintheorganization.Atthesametime,peoplepaymoreattentiontothedrivingfactorsofperformancemanagementtosolvethedisadvantagesintheprocessofexistingperformancemanagement.Inaddition,scholarsalsobegantopayattentiontothedevelopmentofperformancemanagement
6、tools,technologiesandmeasures.researchersattentiontoperformancemanagementhasshiftedfromtheinsideoftheorganizationtotheoutsideoftheorganization.DaleandDavid(2018),afterstudyingandsummarizingtheliteratureonperformancemanagementandemployeebehaviorinvariousfields,believedthattheexistinghumanresourcemana
7、gementpaidmoreattentiontotheroleofperformancemanagementinhumanresourcemanagementandthefeedbackofemployeesonhumanresourcemanagement.Theyallignoretheimportantfactor,thatis,theinfluenceoffactorsoutsidetheorganization.Forexample,theevaluationofemployeespositionsandworkoutsidetheorganization,theimpactofo
8、utsidetheorganizationonemployees1welfare,etc.Theseexternalfactorswillaffecttheprocessofperformancemanagementonemployeesbyinterferingwithemployeesexpectationsandbehaviors.Therefore,theresearchofhumanresourcemanagementonperformancemanagementshouldpayattentiontotheoutsideoftheorganization,comprehensive
9、lyconsidertheexternalfactors,andthenbuildanewperformancemanagementsystem.DaleandDavidalsobelievethatpreviousperformancemanagementstudieshaveoveremphasizeddisciplineandexecution,whichmeansthatitisunfairtoemployees,andperformancemanagementshouldnotonlybeameans.Thiswayofincreasingorganizationalpowerign
10、oresthewelfareofemployees.Inordertochangethissituation,humanresourcemanagementneedstostudyhowtorealizeemployees*happinessandunderstandtheirworkcontributioninemployeesselfconcept.Thisisanewfieldofidentification.Inthisprocess,externalfactorsoftheorganizationplayaveryimportantrole.2. Driversofperforman
11、cemanagementScholarsanalyzethedrivingfactorsofperformancemanagementtohelporganizationsfurtherdevelopthevalueofhumanresourcesandintellectualcapital.CristinaandGas(2022)analyzedtheemployabilityandsustainabilityoftheRomanianmarket.Theybelievethatthemainassetintheprocessoforganizationaldevelopmentistheo
12、rganizationshumanresources,whichisbecausetheorganizationneedstorelyonthevalueofhumanresourcestoachievethesustainabledevelopmentoftheorganization.Theorganizationshumanresourcescanplayanimportantrestrictiveroleintheorganizationsfuturestrategyandactionplan.Atthesametime,enterprisesalsoneedtorealizethat
13、humanresourcesareaspecialresource,whichhasgreatgrowthanddevelopmentpotential.Humanresourcescanprovideenterpriseswithstrongdevelopmentpotentialandcompetitiveness,whichisaresourcewithhighvalue.Thevalueofhumanresourcesisanimportantfactordrivingtheorganizationtocarryoutperformancemanagement.However,thed
14、evelopmentofhumanresourceswillbeaffectedbylabormarketpoliciesandregionaleconomiclevels.CristinaandgasbelievethatthesituationoftheemploymentmarketinRomaniaisverybad,andthelabormarketpolicyisfullofimbalancesandviolations.Theseproblemsposegreatchallengestothehumanresourcedevelopmentandtrainingoflocalen
15、terprises.3. MethodsofhumanresourceperformancemanagementevaluationIthasbecomeanimportanttoolforthedevelopmentofInternettechnologytoexploreandimprovetheefficiencyofhumanresourcesmanagement.Ying(2021)believesthatbigdataminingtechnologycanhelphumanresourcesperformanceevaluationgetridoftheproblemsoflowe
16、fficiency,poorstabilityandpoorreliabilityintraditionalmethods.Bigdataminingtechnologyisanimportantapplicationofcomputeralgorithmtechnologyinthefieldofhumanresources.Bigdataminingtechnologycancomprehensivelyconsiderthemulti-dimensionalinfluencingfactorsofhumanresourceperformance,andanalyzethecorrelat
17、ioncoefficientbetweenhumanresourceperformancefactors.Thesekeyfactorscandescribetheperformancecharacteristicsoforganizationalhumanresourcesandhelporganizationsmanageeffectively.Bigdataminingtechnologycanalsohelporganizationsdeterminetheweightofvariousindicatorsinthehumanresourcesperformanceevaluation
18、indexsystemthroughanalytichierarchyprocess,whichmakesthehumanresourcesperformanceevaluationindexsystemmorescientificandthemeasurementandevaluationworkmoresmooth.Throughexperimentalresearch,Yingfoundthatthehumanresourceperformanceevaluationindexsystembasedonbigdataminingtechnologyhasbecomemorestablea
19、ndreliable,andtheefficiencyofhumanresourceperformanceevaluationhasalsobeengreatlyimproved.4. PerformanceappraisaltoolsintheprocessofperformancemanagementAsatoolintheprocessofperformancemanagement,performanceappraisalhasanimportantimpactontheorganizationperformancemanagement.Especiallyinthehighlycomp
20、etitiveenvironment,enterprisesneedtomakebetteruseofperformanceappraisaltoolstoimprovetheefficiencyofresourceutilization.Ali,PeymanandMasomeh(2019)foundthroughresearchthatenterprisesneedtoidentifythestrengthsandweaknessesofcontemporaryemployeesinhumanresourceempowermentthroughperformanceappraisaltool
21、s,whichrequiresorganizationstoconductprofessionaldesignandscientificimplementationofperformanceappraisaltools.Manytraditionalperformanceappraisalsystemsignoretheimprovementoflaborproductionefficiencyinthedesignprocess,sotheyplayaverylimitedroleinhelpingorganizationsimproveworkefficiency.Organization
22、sneedtothinkaboutanewperformanceappraisalsystem.Intheassessmentsystem,theorganizationneedstoensurethatthebehavior,performanceandworkofemployeesareconsistentwiththeorganizationalobjectives.Atthesametime,managersneedtoreducethedistancebetweenmanagersandemployees,andplaytheroleoforganizationalnetworkto
23、stimulatetheworkenthusiasmofemployees.Inthisprocess,authorizationmaybeaveryeffectivetool.Fullauthorizationcannotonlyreducethepressureofmanagersandenableemployeestoworkfullywithintheirauthority,soastoimproveefficiency.5. ControlmeasuresandperformancemanagementYanjie,KevinandAmy(2018),afterstudyingthe
24、performanceandhumanresourcemanagementofthehospital,believedthathumanresourcemanagementneedstousecontrolmeasurestocooperatewiththeperformancemanagementsystem.Controlmeasuresplayaroleinhospitalperformancethroughprocessresults.Therefore,inordertoimprovetheworkperformanceofemployees,organizationsneedtoa
25、doptcontrolmeasurestocooperatewithperformancemanagement.Suchcontrolmeasuresincludetheguidanceandsupervisionofemployeesbeliefs,interactionsandworkbehaviors.6. SummaryHumanresourceshavebecomethemainassetforenterprisestoobtainbusinessabilityandgrowthability.Inordertoimproveemployeesorganizationalperfor
26、mance,organizationsneedtoconsidertheimpactofexternalenvironmentalfactors,payattentiontothedrivingfactorsofperformancemanagement,innovateperformancemanagementtoolsandtechnologies,andincreasecontrolmeasures.ReferencesDale,T.,&David,W.(2019).HowDoesPerformanceManagementAffectWorkers?BeyondHumanResource
27、ManagementandItsCritique./JMR,21(1),76-79.Cristina,R.,&Gas,T.(2022)StrategicHumanResourceManagementinthe21st-CenturyOrganizationalLandscape:HumanandIntellectualCapitalasDriversforPerformanceManagement.COVID-19PandemicImpactonNewEconomyDevelopmentandSocietalChange.Ying,Y.(2021).HumanResourcePerforman
28、ceManagementEvaluationBasedonBigDataMining.ZEEEAli,S.,Peyman,P.,&Masomeh,F.(2019).Humanresourceempowermentstrategiesareanindicatorintheeffectiveimplementationofperformancemanagement.AccountingandManagementVision.Yanjie,Y.,Kevin,M.,&Amy,T.(2018).HumanresourcemanagementinAustralianhospitals:theroleofcontrolsininfluencingtheeffectivenessofperformancemanagementsystems.TheInternationalJournalofHumanResourceManagement.
