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绩效管理的难点在于绩效评估的准确性难以提高。本文提出从绩效界定、评估方法和评估指标三个方面提高绩效评估准确性的思路:准确界定的绩效不仅包括显性绩效,还应包括隐性绩效,但不包括品德、能力等不属于绩效的内容;评估方法的准确性应该体现在简便性和针对性两个方面:评估指标的准确性应该体现在简洁性、战略一致性和具体性三个方面。
The difficulty of performance management lies in the difficulty of improving the accuracy of performance evaluation. This paper puts forward the idea of improving the accuracy of performance evaluation from three aspects of performance definition, assessment method and evaluation index: Accurately defined performance not only includes explicit performance, but also includes implicit performance, but does not include morality, ability, etc. Content; The accuracy of assessment methods should be reflected in two aspects: simplicity and pertinence: The accuracy of assessment indicators should be reflected in three aspects: simplicity, strategic consistency and specificity.