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现在谈绩效考核,会存在一些情况。一种情况是老板很心动,因为有了绩效考核,一切管理都很简单了,知道谁应该升职了,谁应该降级了;有了绩效考核,知道奖金可以怎样分配了,销售人员应该怎样进行监督了。但另外还有一种情况,那就是HR的反应很茫然,在茫然中有一种默然。怎么又是这个呢?绩效考核,能够有1%的企业成功就很不错了。理论都是建立在理想的环境中,在理想中谈绩效考核,谁都可以说个一二。但现实操作中,听到绩效考核的字眼,HR肯定会抱怨连篇。为什么会有这样的差别呢?老板的期望没有错,HR的抱怨也
Now talk about performance appraisal, there will be some situations. A situation is that the boss is very excited, because of the performance appraisal, everything is very simple to manage, know who should be promoted, who should be downgraded; with performance appraisal, to know how the bonus can be assigned, sales staff should be how to proceed Supervised But there is another situation, that is, HR’s reaction is at a loss, there is a silence in a loss. How is this? Performance assessment, to 1% of the business success is very good. Theory is based on the ideal environment, in the ideal of performance appraisal, no one can say one or two. However, the actual operation, hearing the words of performance appraisal, HR will certainly complain. Why is there such a difference? The boss’s expectations are not wrong, HR’s complaint also