Defining Core Components of Personnel Evaluation Systems and Developing Measurement Tools

Personnel evaluation systems play a crucial role in organizational effectiveness and employee motivation in modern business environments. However, existing research has addressed the components of evaluation systems individually, leading to limitations arising from the lack of well-developed integrated measurement tools. Therefore, this study aims to integratively redefine the core components of personnel evaluation systems that reflect the values such systems should pursue, and to develop and validate corresponding measurement tools. The research employed a four-stage methodology comprising literature review, expert validation, pilot survey, and main survey. Through a comprehensive literature review, we derived 45 preliminary items across 4 components and 9 sub-factors, which were refined to 44 initial items through expert validation by 13 specialists in human resource management. Following a pilot survey with 211 office workers and a main survey with 527 participants from private- sector companies, exploratory and confirmatory factor analyses were conducted to produce a finalized measurement tool consisting of 36 items across 4 components and 8 sub-factors. The four components and their sub-factors are fairness in evaluation procedures (transparency, participation), validity of evaluation criteria (content validity, level validity), trust in evaluators (competency trust, attitude trust), and acceptance of evaluation systems (acceptance of evaluation operation, acceptance of evaluation results). The developed measurement tool demonstrated high reliability (Cronbach’s α ≥ .89) and satisfactory construct and discriminant validity. Academically, this study offers a systematic identification and conceptualization of the core components of personnel evaluation systems and presents validated measurement tools, thereby establishing a solid foundation for future research in the field. The results of this study have practical value for direct application in diagnosing and improving organizational personnel evaluation systems. Additionally, it is expected to serve as a set of practical guidelines for HR managers in the effective design and implementation of such systems.