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February 20, 2006

第93話 油断できない人事考課

 フィリピン人の独特なメンタリティは人事考課で端的に見ることが出来る。一定期間の仕事に対する評価はバラつくのが当然だ。但し、これはキチンと妥当な評価をすれば、という前提がある。客観的な評価というのがここでは難物なのである。
 スーパーバイザー以上対象の考課の結果を見て唖然とした。全員が一律、横並びの考課点になっているのだ。効果の要素には結果や能力、情意などいくつかの要素があり、夫々の要素の重さ(配点)が異なっている。私は合計点の一覧だけでなく、個人別の項目別評価リストも見せてくれ、と言った。これを見ると確かに項目毎の評価は個人別には一律でなく、例えばA君は能力はAだが成果がCで情意がDとか、B君は能力がDだが成果と情意がBとか、全く同じではない。それなのに全ての項目に傾斜配点を掛けた結果は不思議なことに全員が“中”のマスに入っているのだ。何かがおかしい。私は総務部長のTを呼んで、結果に対する意見を求めた。そこに元総務部長のMもやってきた。
「全員が同じ考課点というのは、理解できないし、納得できない。」
「結果の考課点は全員同じですが、このように、項目ごとに見れば全員一律でなく、評価はキチンとなされています。」
と総務部長Tが言えば、元総務部長のMが続けた。
「社員は全員厳しいテストを受け入社しているので、能力はほとんど皆同じなんです。全員が“中”に入っているのは偶然ですが、不思議ではありません。」
 そう、フィリピン人は仲間内であからさまに差をつけることを非常に嫌がるのだ。一人だけ厚遇を受けると仲間から妬みを買い、以後足を引っ張られることになるので、そのような待遇はむしろ好まない社員が多い。だから総務部長と元総務部長は関係者に項目毎の配点をリークし、関係者は合計点で“中”の枠に入るよう計算しながら考課をつけていたのだ。
 仲間内の同列意識とクラブメンタリティ、そして弱者を救済して恩を売る。この意識が機能している限り、フィリピンで人事考課という制度がまともに機能することはないだろう。

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