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在很多企业的绩效管理实践中,最常用的绩效考核工具莫过于KPI,KPI将工作结果进行指标量化,更好的使员工工作结果得以数字明化。但目前企业管理者中流行的过度“量化”考核指标的做法,完全忽略了企业实施绩效考核的真正目的。本文笔者从众多案例中粗略地总结了定量考核的适用范围、绩效考核量化滥用的表现及绩效考核的量化定位,希望对实施绩效管理的企业有一定的参考价值。
In many enterprises’ performance management practice, the most commonly used tool for performance appraisal is KPI. KPI quantifies the result of job performance, and makes the result of staff work more clearly. However, the prevalence of excessive “quantitative” assessment indicators among enterprise managers at present neglects the real purpose of performance appraisal. In this paper, the author summarizes the application scope of quantitative assessment, the performance of quantification of quantitative abuse and the quantification of performance appraisal from many cases, hoping to have some reference value to the enterprises that implement performance management.