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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,andanalyzethecorrelationcoefficientbetweenhumanresourceperformancefactors.Thesekeyfactorscandescribetheperformancecharacteristicsoforganizationalhumanresourcesandhelporganizationsmanageeff
