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首页> 外文期刊>Asian Journal of Management >Performance Management and Appraisal for Administrative Staff of HEIs in Ghanaian Context
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Performance Management and Appraisal for Administrative Staff of HEIs in Ghanaian Context

机译：加纳背景下的高校行政管理人员绩效管理与评估

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摘要

The primary goal of this paper is to identify the research disparities on the debates on performance management and performance appraisalof Administrative Staff in Higher Education Institutions (HEIs) of Ghana which is sparingly addressed from the Ghanaian perspective. This work is an attempt to arrive at research directions to develop a modified Performance Appraisal Framework for Administrative Staff of (HEIs) in Ghanaian context. This paper extend an update on literature by several selected authors, key among them includes Neely et al's.(2000) literature review "Performance measurement system design" and "the Current State of Performance Appraisal Research and Practice: Concerns, Directions, and Implications" by Bretzet al.( 1992). The research papermakes use of citation/co-citation analysis of work in the area of performance appraisal and performance management to researchdenouements in the field globally. HEIs can be considered as a key authority on the operations of the labor market as much as their interrelationship with business institutions cannot be overruled. Hence, there is a need for HEIs to acknowledge themselves as the most significant institution that furnish and shape cultured and learned personnel for the nation's labor market. The challenge is to provide quality educational services that goes beyond the faculty staff as well as administrative staff who are the key stakeholders in HEIs. In an attempt to arrive at research directions for the development of a modified performance appraisal framework for administrative staff of HEIs in Ghanaian context, this work serves as the substratum for the buildup of study. Acritique of protracted literature related to performance management and appraisal is presented with a brief discussion on anongoingphase of the performance appraisal process, highlighting the adjacency of methodologyand research along with, suggestingrecommendations for supplementary future research on current themes such as the concept of Employee Engagement in Performance Management, Influence of Cultural Diversity of Performance Management and ICT developments on Performance Management.
机译：本文的主要目的是确定加纳高等教育机构（HEI）行政人员绩效管理和绩效评估辩论中的研究差异，从加纳的角度很少对此进行研究。这项工作是试图找到研究方向，以开发在加纳语境中修改后的《 HEIs行政人员绩效评估框架》。本文扩展了几位入选作者对文献的更新，其中主要包括Neely等人（2000年）的文献综述“绩效评估系统设计”和“绩效评估研究与实践的现状：关注，方向，以及Bretzet等人（1992）的《启示》。该研究论文利用绩效评估和绩效管理领域的工作的引文/共引分析来在全球范围内研究配额。高等教育机构可以被视为劳动力市场运作的关键机构，因为它们与商业机构的相互关系不能被推翻。因此，高校需要承认自己是最重要的机构，它为国家的劳动力市场提供和培养有文化和知识的人员。面临的挑战是提供高质量的教育服务，而不仅仅是高校的主要利益相关者的教职员工和行政人员。为了为加纳背景下的高等学校行政管理人员的绩效评估框架的发展找到研究方向，这项工作是研究积累的基础。与绩效管理和评估相关的旷日持久的文献介绍了绩效评估过程的不协调阶段，并突出了方法论和研究的邻接性，并建议对当前主题进行补充研究，如对员工敬业度概念的建议管理，绩效管理文化多样性和ICT发展对绩效管理的影响。

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