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绩效管理是人力资源管理活动的重要环节,绩效沟通则是影响绩效管理能否有效实施的关键。然而,实践中对绩效管理实施效果满意的企业却为数不多,从绩效管理实施的要点分析,未能进行持续有效的绩效沟通是造成这种现象的重要原因。现通过对某房地产公司绩效管理实施的现状分析,详细剖析了公司在绩效沟通方面的具体做法,并分别从绩效管理的事前、事中、事后三个阶段指出公司在绩效沟通中存在的三大误区。最后,借助现代绩效管理的实践,针对公司的实际情况,从公司管理层、企业沟通模式等不同角度提出了进行有效绩效沟通的基本策略。
Performance management is an important part of human resources management activities, performance communication is the key to the effective implementation of performance management. However, in practice, there are only a few enterprises that are satisfied with the implementation of performance management. According to the analysis of the key points in implementing performance management, the failure to carry on continuous and effective performance communication is the important reason for this phenomenon. Through the analysis of the status quo of the performance management of a real estate company, this paper analyzes in detail the specific practices of the company in performance communication, and points out the three major existing performance-based communication companies from the three stages of performance management in advance, during and afterwards respectively Misunderstanding. Finally, with the practice of modern performance management, according to the actual situation of the company, this paper proposes the basic strategy of effective performance communication from the perspectives of company management and enterprise communication.