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Identifying talent: public organisation with skewed performance scores
Journal of Management Development Pub Date : 2021-04-29 , DOI: 10.1108/jmd-05-2020-0137
Joko Siswanto , Edi Cahyono , Joe Monang , Atya Nur Aisha , Dedi Mulyadi

Purpose

This study aims to draw lessons on how talent identification becomes a critical factor in the field of talent management (TM).

Design/methodology/approach

A simulation approach with three developed scenarios is used in the paper. The first utilised the standard deviation of skewed performance scores, the second applied the standard deviation of normalised data and the third practised a percentile approach. Concerning the normalisation process of employee performance data, the paper proposed a weighted function to address skewness.

Findings

The results indicate that the process of identifying talent using a nine-grid box is sensitive to changes in the classification criteria used, indicating a bias in identifying talent. In sum, using a standard deviation approach using transformation data is the most appropriate choice for use in performance data with a skewed distribution.

Practical implications

The Government of West Java Province, Indonesia, can use the simulation results to objectively identify excellent civil servants and develop an appropriate TM strategy. A similar process treatment can be implemented in other organisations that have skew distribution issues.

Originality/value

This paper introduces a weighted function approach to address practical problems in the unsymmetrical distribution of employee performance scores when identifying talent using a TM framework. It shows the application of a unique mathematical technique to solve issues found in the field of human resources management systems.



中文翻译:

识别人才:绩效得分偏斜的公共组织

目的

本研究旨在总结人才识别如何成为人才管理 (TM) 领域的关键因素。

设计/方法/方法

本文使用了一种具有三个开发场景的模拟方法。第一个使用倾斜性能分数的标准偏差,第二个应用标准化数据的标准偏差,第三个使用百分位数方法。针对员工绩效数据的归一化过程,论文提出了一种加权函数来解决偏度问题。

发现

结果表明,使用九格框识别人才的过程对所用分类标准的变化很敏感,表明识别人才存在偏差。总之,使用使用转换数据的标准偏差方法是用于具有偏态分布的性能数据的最合适选择。

实际影响

印度尼西亚西爪哇省政府可以利用模拟结果客观地确定优秀公务员并制定适当的 TM 策略。可以在其他存在偏斜分布问题的组织中实施类似的流程处理。

原创性/价值

本文介绍了一种加权函数方法,以解决在使用 TM 框架识别人才时员工绩效分数分布不对称的实际问题。它展示了应用独特的数学技术来解决人力资源管理系统领域中发现的问题。

更新日期:2021-06-08
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