基于轻量级J2EE架构的绩效管理系统研究
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摘要
目前,人类社会已经进入知识经济时代,人力资源作为知识经济的核心,越来越为人所重视。在这样的环境下,人力资源管理也逐渐成为企业管理中最重要的组成部分。绩效管理是人力资源管理的一个核心过程。大量研究表明,提高人力资源管理有效性的途径是进行绩效管理。另外,随着信息技术的迅猛发展,更多的企业希望通过信息化手段提高自身的人力资源管理水平。因此,建立高效的绩效管理系统对于提升企业竞争能力与发展水平具有很大的现实意义。
绩效管理系统的高效性依赖于两个方面。在理论方面,只有选择适合企业特点的绩效管理方法才能使系统有效运作。在技术方面,应该结合企业的管理体系,在现有硬件设施的基础上,对系统进行分析与设计,提高系统的运行效率。基于以上两个方面原因,本文首先对各种绩效管理方法进行详细的介绍和比较,得出各方法的适用范围和条件要求。其次,对目前国内外现有的绩效管理系统进行深入而广泛的分析研究,设计出系统的功能模块及处理模型。再次,为了构造一个既能响应大量客户端用户,又能安全稳定运行且开发灵活简便的应用程序,本文探讨了一种基于J2EE轻量级框架的Web应用程序通用架构。
最后,本文以黑旋风公司绩效管理系统为例,给出具体的系统分析和系统实现。该系统提供多种绩效管理方法,引入胜任力模型,采用了Struts和Hibernate等轻量级框架,目前已在宜昌黑旋风锯业股份有限公司投入使用。
Nowadays, human resource is drawing increasingly recognition with human society’s entering into the era of knowledge economy. As a result, HR management is gradually becoming one of the most important factors of business management. A large amount of surveys demonstrate that performance management as a vital procedural can be benefit in elevating HR management. Apart from that above, with the great development of the information technology, more and more enterprises tend to improve their HR management level by informationization means. So, performance management system of high efficiency is very helpful in enhancing the competitiveness and development of modern corporations.
The efficiency of performance management system depends on two aspects. As for theory, the system can be effectively operated only if proper managerial method is selected. As for technology, we should analyze and design the system basing on the existing hardware and managerial mechanism, so as to advance the operational efficiency of the system. According to the two reasons mentioned above, at the beginning of this thesis, various methods of performance management are introduced and compared sufficiently. Then, existing performance management systems at home and abroad are comprehensively and in-depth studied. After that, functional modules and process model of the system are designed.
In order to construct a flexible and convenient application which can both respond to large numbers of clients and operate steadily, a general architecture for web applications based on J2EE lightweight frameworks is discussed in this thesis.
At last, particular analysis and realization are worked out in the background of performance management system for YiChang HXF Circular Saw Industry Co., Ltd. This system provides various managerial methods and introduces competency model. Two lightweight frameworks used in the system are Struts and Hibernate. Now this system is deployed in YiChang HXF Circular Saw Industry Co., Ltd.
绩效管理系统的高效性依赖于两个方面。在理论方面,只有选择适合企业特点的绩效管理方法才能使系统有效运作。在技术方面,应该结合企业的管理体系,在现有硬件设施的基础上,对系统进行分析与设计,提高系统的运行效率。基于以上两个方面原因,本文首先对各种绩效管理方法进行详细的介绍和比较,得出各方法的适用范围和条件要求。其次,对目前国内外现有的绩效管理系统进行深入而广泛的分析研究,设计出系统的功能模块及处理模型。再次,为了构造一个既能响应大量客户端用户,又能安全稳定运行且开发灵活简便的应用程序,本文探讨了一种基于J2EE轻量级框架的Web应用程序通用架构。
最后,本文以黑旋风公司绩效管理系统为例,给出具体的系统分析和系统实现。该系统提供多种绩效管理方法,引入胜任力模型,采用了Struts和Hibernate等轻量级框架,目前已在宜昌黑旋风锯业股份有限公司投入使用。
Nowadays, human resource is drawing increasingly recognition with human society’s entering into the era of knowledge economy. As a result, HR management is gradually becoming one of the most important factors of business management. A large amount of surveys demonstrate that performance management as a vital procedural can be benefit in elevating HR management. Apart from that above, with the great development of the information technology, more and more enterprises tend to improve their HR management level by informationization means. So, performance management system of high efficiency is very helpful in enhancing the competitiveness and development of modern corporations.
The efficiency of performance management system depends on two aspects. As for theory, the system can be effectively operated only if proper managerial method is selected. As for technology, we should analyze and design the system basing on the existing hardware and managerial mechanism, so as to advance the operational efficiency of the system. According to the two reasons mentioned above, at the beginning of this thesis, various methods of performance management are introduced and compared sufficiently. Then, existing performance management systems at home and abroad are comprehensively and in-depth studied. After that, functional modules and process model of the system are designed.
In order to construct a flexible and convenient application which can both respond to large numbers of clients and operate steadily, a general architecture for web applications based on J2EE lightweight frameworks is discussed in this thesis.
At last, particular analysis and realization are worked out in the background of performance management system for YiChang HXF Circular Saw Industry Co., Ltd. This system provides various managerial methods and introduces competency model. Two lightweight frameworks used in the system are Struts and Hibernate. Now this system is deployed in YiChang HXF Circular Saw Industry Co., Ltd.
引文
[1] Martell K., Caroll S. J.. How strategic is HRM? Human Resource Management, 1995, 34(2): 253~267
[2] [美]迈克尔·波特.竞争优势.陈小悦.北京:华夏出版社, 1997
[3] Dessler G.. Human Resource Management. Englewood Cliffs. NJ: Prentice-Hall, 1994
[4]胡华伟.我国人力资源管理现状及发展途径.交通企业管理, 2005, 8: 48~49
[5]刘杰梅.基于绩效管理的企业人力资源管理思考.交通企业管理, 2008, 23(7): 46~47
[6]攸丹.企业绩效管理现状及对策探析.科学咨询, 2008, 13: 23~23
[7]隋鑫.信息系统在人力资源管理中的应用现状及展望.商业研究, 2006, 4: 128~131
[8] [美]德鲁克.管理实践.齐若兰.北京:机械工业出版社, 2006
[9]廖泉文.人力资源管理.上海:同济大学出版社, 1991
[10]王秀华.浅谈人力资源管理的未来发展趋势.管理与财富, 2008, 10: 29~30
[11] French W. L.. Human Resources Management. Boston: Houghton Mifflin company, 1986
[12] Schuler R. S., Jackson S. E.. Linking competitive strategies with human resource management practices. Academy of Management Executive, 1987, 1(3): 207~219
[13] Mathis R. L., John H. J.. Personnel Human Resource Management. Sixth Edition. New York: West Publishing Co, 1991
[14] Sherman A. W. J., Bohlander G. W., Snell S.. Managing Human Resources. 10th Edition. Cincinnati: South-Western College Publishing, 1996
[15] Walter W. T., Janis S. H., Walter C. B.. An evaluation of the body-of-knowledge. Personnel Administrator, 1989, 34(6): 140
[16] ASTD (American Society for Training and Development). The human resource wheel. Washington D.C., 1993
[17] Bakke E. W.. The Human Resource Function. New York: Harcourt Brace, 1958
[18] Dessler G.. Personnel/Human Resource Management. 5th Edition. Pentice Hall Inc Editions, 1991
[19] Snell S. A.. Control theory in strategic human resource management: the mediating effect of administrative information. Academy of Management Journal, 1992, 35(2): 292~327
[20] Gomez-Mejia L. R., Balkin D. B., Cardy R. L.. Managing Human Resources. New York: Prentice Hall International Inc, 1995
[21] DeSimone R. L., Harris D. M.. Human Resource Development. 2nd Edition. FL: The Dryden Press, 1998
[22]廖泉文.人力资源管理.北京:高等教育出版社, 2003
[23] Huselid M. A.. The impact of human resource management practices on turnover, productivity and corporate financial performance. Academy of Management Journal, 1995, 38(3): 635~672
[24] Terpstra D. E., Rozell E. J.. The relationship of staffing practices to organizational level measures of performance. Personnel Psychology, 1993, 46: 27~48
[25] Gerhart B., Milkovich G. T.. Organizational difference in managerial compensation and firm performance. Academy of Management Journal, 1990, 33(3): 663~691
[26] Delaney J. T., Huselid M. A.. The impact of human resource management practices on perceptions of organizational performance. Academy of Management Journal, 1996, 39(4): 949~969
[27] Fey C. F., Bjorkman I., Pavlovskaya A.. The effect of human resource management practices on firm performance in Russia. The International Journal of Human Resource Management, 2000, 11(1): 1~18
[28] Russell J., Terborg J., Powers M.. Organizational performances and organizational level training and support. Personnel Psychology, 1985, 38: 849~863
[29] Ngo H. Y., Turban D., Lau C. M., et al. Human resource practices and firm performance of multinational corporations: influences of country origin. The International Journal of Human Resource Management, 1998, 9(4): 632~652
[30] Deal T., Kennedy A.. Corporate Cultures. MAI Addi: Wesley, 1982
[31] Denison D. R.. The climate, culture and effectiveness of work organizations: a studyof organizational behavior and financial performance. Ph.D. Dissertation: University of Michigan, 1982
[32]李岩.基于知识管理的人力资源管理信息系统构建研究.吉林大学硕士论文, 2004
[33]钟琳佳.基于知识管理的人力资源管理系统的研究与开发.重庆大学硕士论文, 2004
[34] [英]理查德·威廉姆斯.业绩管理.赵正斌等.大连:东北财经大学出版社, 1999
[35] [英]理查德·威廉姆斯.组织绩效管理.蓝天星翻译公司.北京:清华大学出版社, 2002
[36]李浩平.部门绩效管理体系的理论和方法研究.西南财经大学硕士论文, 2005
[37]陈凌芹.绩效管理.北京:中国纺织出版社, 2004
[38] Manuel L., James W. S., Dennis J. A.. Accountability of 360-degree feedback. Group & Organization Management, 1997, 22(2): 162~184
[39]冯明. 360度反馈及其操作、研究和应用.外国经济与管理, 1998, 11: 8~12
[40]张倩. J2EE与.NET平台的比较研究.电脑学习, 2008, 6: 27~29
[41] John H., Chris L.. Guide to J2EE: Enterprise Java. U.S: Springer, 2003
[42] Floyd M.. EJB Design Patterns: Advanced Patterns, Processes, and Idioms. U.S: Wiley, 2002
[43]章彪,姜良华,肖剑等.基于MVC模式的STRUTS框架的研究.微计算机信息, 2007, 33: 268~269
[44]阎娟娟,陈波,王乐.基于Struts和Hibernate的J2EE架构的研究.计算机工程与设计, 2008, 29(21): 5498~5501
[45]孙卫民,曹正凤. Hibernate对Struts框架的扩展研究.计算机工程与设计, 2008, 29(4): 858~861
[46]鞠凤娟,吴志峰. EXT技术在Web界面设计与实现中的应用研究.计算机与现代化, 2008, 11: 102~104
[2] [美]迈克尔·波特.竞争优势.陈小悦.北京:华夏出版社, 1997
[3] Dessler G.. Human Resource Management. Englewood Cliffs. NJ: Prentice-Hall, 1994
[4]胡华伟.我国人力资源管理现状及发展途径.交通企业管理, 2005, 8: 48~49
[5]刘杰梅.基于绩效管理的企业人力资源管理思考.交通企业管理, 2008, 23(7): 46~47
[6]攸丹.企业绩效管理现状及对策探析.科学咨询, 2008, 13: 23~23
[7]隋鑫.信息系统在人力资源管理中的应用现状及展望.商业研究, 2006, 4: 128~131
[8] [美]德鲁克.管理实践.齐若兰.北京:机械工业出版社, 2006
[9]廖泉文.人力资源管理.上海:同济大学出版社, 1991
[10]王秀华.浅谈人力资源管理的未来发展趋势.管理与财富, 2008, 10: 29~30
[11] French W. L.. Human Resources Management. Boston: Houghton Mifflin company, 1986
[12] Schuler R. S., Jackson S. E.. Linking competitive strategies with human resource management practices. Academy of Management Executive, 1987, 1(3): 207~219
[13] Mathis R. L., John H. J.. Personnel Human Resource Management. Sixth Edition. New York: West Publishing Co, 1991
[14] Sherman A. W. J., Bohlander G. W., Snell S.. Managing Human Resources. 10th Edition. Cincinnati: South-Western College Publishing, 1996
[15] Walter W. T., Janis S. H., Walter C. B.. An evaluation of the body-of-knowledge. Personnel Administrator, 1989, 34(6): 140
[16] ASTD (American Society for Training and Development). The human resource wheel. Washington D.C., 1993
[17] Bakke E. W.. The Human Resource Function. New York: Harcourt Brace, 1958
[18] Dessler G.. Personnel/Human Resource Management. 5th Edition. Pentice Hall Inc Editions, 1991
[19] Snell S. A.. Control theory in strategic human resource management: the mediating effect of administrative information. Academy of Management Journal, 1992, 35(2): 292~327
[20] Gomez-Mejia L. R., Balkin D. B., Cardy R. L.. Managing Human Resources. New York: Prentice Hall International Inc, 1995
[21] DeSimone R. L., Harris D. M.. Human Resource Development. 2nd Edition. FL: The Dryden Press, 1998
[22]廖泉文.人力资源管理.北京:高等教育出版社, 2003
[23] Huselid M. A.. The impact of human resource management practices on turnover, productivity and corporate financial performance. Academy of Management Journal, 1995, 38(3): 635~672
[24] Terpstra D. E., Rozell E. J.. The relationship of staffing practices to organizational level measures of performance. Personnel Psychology, 1993, 46: 27~48
[25] Gerhart B., Milkovich G. T.. Organizational difference in managerial compensation and firm performance. Academy of Management Journal, 1990, 33(3): 663~691
[26] Delaney J. T., Huselid M. A.. The impact of human resource management practices on perceptions of organizational performance. Academy of Management Journal, 1996, 39(4): 949~969
[27] Fey C. F., Bjorkman I., Pavlovskaya A.. The effect of human resource management practices on firm performance in Russia. The International Journal of Human Resource Management, 2000, 11(1): 1~18
[28] Russell J., Terborg J., Powers M.. Organizational performances and organizational level training and support. Personnel Psychology, 1985, 38: 849~863
[29] Ngo H. Y., Turban D., Lau C. M., et al. Human resource practices and firm performance of multinational corporations: influences of country origin. The International Journal of Human Resource Management, 1998, 9(4): 632~652
[30] Deal T., Kennedy A.. Corporate Cultures. MAI Addi: Wesley, 1982
[31] Denison D. R.. The climate, culture and effectiveness of work organizations: a studyof organizational behavior and financial performance. Ph.D. Dissertation: University of Michigan, 1982
[32]李岩.基于知识管理的人力资源管理信息系统构建研究.吉林大学硕士论文, 2004
[33]钟琳佳.基于知识管理的人力资源管理系统的研究与开发.重庆大学硕士论文, 2004
[34] [英]理查德·威廉姆斯.业绩管理.赵正斌等.大连:东北财经大学出版社, 1999
[35] [英]理查德·威廉姆斯.组织绩效管理.蓝天星翻译公司.北京:清华大学出版社, 2002
[36]李浩平.部门绩效管理体系的理论和方法研究.西南财经大学硕士论文, 2005
[37]陈凌芹.绩效管理.北京:中国纺织出版社, 2004
[38] Manuel L., James W. S., Dennis J. A.. Accountability of 360-degree feedback. Group & Organization Management, 1997, 22(2): 162~184
[39]冯明. 360度反馈及其操作、研究和应用.外国经济与管理, 1998, 11: 8~12
[40]张倩. J2EE与.NET平台的比较研究.电脑学习, 2008, 6: 27~29
[41] John H., Chris L.. Guide to J2EE: Enterprise Java. U.S: Springer, 2003
[42] Floyd M.. EJB Design Patterns: Advanced Patterns, Processes, and Idioms. U.S: Wiley, 2002
[43]章彪,姜良华,肖剑等.基于MVC模式的STRUTS框架的研究.微计算机信息, 2007, 33: 268~269
[44]阎娟娟,陈波,王乐.基于Struts和Hibernate的J2EE架构的研究.计算机工程与设计, 2008, 29(21): 5498~5501
[45]孙卫民,曹正凤. Hibernate对Struts框架的扩展研究.计算机工程与设计, 2008, 29(4): 858~861
[46]鞠凤娟,吴志峰. EXT技术在Web界面设计与实现中的应用研究.计算机与现代化, 2008, 11: 102~104
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