본 논문은 지난 100여 년 동안 종업원 성과를 어떤 평가요소에 의해서 고과하였는지를 문헌 고찰하고, 향후에는 무엇을 평가해야 하는지를 제언하였다. 종업원 성과평가요소에 대한 역사적 고찰은 성과평가에 대한 공식적 문헌이 출간된 이후인 19세기 후반부터 현재까지의 연구들을 크게 다섯 시기로 구분하여 주요 특징에 대해서 논의하였다. 각 시기의 구별은 종업원 성과평가요소가 두드러지게 변화한 시점을 중심으로 구분하였지만, 성과평가기법의 변화도 고려하였다. 그 시기는 19세기 후반부터 1932년까지 제1 시기로 ‘결과평가 시기’, 1933년부터 1959년까지 제2시기로 ‘직무성공예측치평가 시기’,1960년부터 1979년까지 제3시기로 ‘다면적 평가 및 행동평가 시기’, 1980년부터 1994년까지 ‘다차원평가 시기’, 1995년 이후 현재까지 제5시기로 ‘역할평가 시기’이다. 각 시기별 평가요소들에 관한 논의를 마친 후, 성과평가요소의 향후 방향을 전개하였다. 그 방향으로는 최근 지식경영이 기업 경영의 새로운 패러다임으로 대두하고 있기에, 종업원 지식활동을 어떻게 평가할 것인지에 대해서 논의하였다. 구체적으로 지식경영의 핵심이 구성원들의 지식활동, 즉 지식습득, 지식창출, 지식공유 및 전파 등이기 때문에, 이와 관련한 평가요소와 세부적인 평가항목들을 제언하였다.

The purpose of this paper is to investigate the changing pattern of performance rating index for the last 100 years and suggest the future research directions. This study has periodically analyzed performance rating index for the last 100 years and divided performance appraisal changing patterns into five distinct periods: before 1932, between 1933 and 1959, between 1960 and 1979, between 1980 and 1994, and between 1995 and the current period. This study has named each period. The first period is ‘Result Based Appraisal Period’, the second period is ‘the Period of Prediction for Job Succession’, the third period is ‘Multi-Facet and Behavioral Appraisal Period’, the fourth period is ‘Multi-Dimension Period’, and the fifth period is ‘Role Based Appraisal Period’. After the literature review on changing patterns of performance rating index and overall characteristics for the last 100 years, this paper has discussed how to appraise the knowledge activities such as knowledge acquisition, creation, and sharing of employees. Because recently knowledge management has emerged as a new management paradigm and knowledge activities of employees has been considered as significant activities to get organizational innovation. This study has suggested the knowledge performance rating index related to knowledge activities of employees.

The purpose of this paper is to investigate the changing pattern of performance rating index for the last 100 years and suggest the future research directions. This study has periodically analyzed performance rating index for the last 100 years and divided performance appraisal changing patterns into five distinct periods: before 1932, between 1933 and 1959, between 1960 and 1979, between 1980 and 1994, and between 1995 and the current period. This study has named each period. The first period is ‘Result Based Appraisal Period’, the second period is ‘the Period of Prediction for Job Succession’, the third period is ‘Multi-Facet and Behavioral Appraisal Period’, the fourth period is ‘Multi-Dimension Period’, and the fifth period is ‘Role Based Appraisal Period’. After the literature review on changing patterns of performance rating index and overall characteristics for the last 100 years, this paper has discussed how to appraise the knowledge activities such as knowledge acquisition, creation, and sharing of employees. Because recently knowledge management has emerged as a new management paradigm and knowledge activities of employees has been considered as significant activities to get organizational innovation. This study has suggested the knowledge performance rating index related to knowledge activities of employees.

performance appraisal rating index, knowledge performance rating index