一、国有企业绩效考核现状1.绩效考核的结果没有被充分利用。一些油田企业尤其是一些基层的单位,对于绩效考核的目的认识不到位,且一些工作人员的工作态度过于马虎,对于职工的考核也只停留在表面。在绩效考核工作结束后,油田单位并没有对考核的结果进行科学的分析,在一定程度上降低了考核成果的可用性。2.绩效考核结果和奖金挂钩不紧密。在一些企业,虽然已经开始实施绩效考核,但在执行的过程中,不注重绩效考核结果与奖金挂钩的问题,导致二者联系不够紧密,无法有效激发员工工作的积极性,员工也不会主动关注部门或者企业的生产与发展。 First, the status quo of state-owned enterprise performance appraisal 1. Performance appraisal results have not been fully utilized. Some oilfield enterprises, especially some grass-roots units, do not know enough about the purpose of performance appraisal, and some staff members are overly sloppy in their attitudes and only appraise their employees on the surface. After the performance appraisal was finished, the oilfield units did not conduct a scientific analysis of the appraisal results, which reduced the usability of appraisal results to a certain extent. 2. performance appraisal results and bonuses are not closely linked. In some enterprises, although the performance appraisal has already started, in the process of implementation, the failure to pay attention to the link between the performance appraisal results and the bonuses leads to the lack of close contact between the two and can not effectively stimulate the enthusiasm of the employees and the employees will not take the initiative to pay attention Department or enterprise production and development.