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针对目前传统KPI绩效考核中普遍存在的操作性差,尤其是难以落实到员工层次的难点和问题,本文提出新KBIF绩效考核模式,即将关键绩效指标(K)、行为绩效评价(B)、例外绩效事件(I)和未来绩效潜力(F)整合为一个考核体系,兼顾关键绩效与行为绩效、例行绩效与例外绩效、当期绩效与未来绩效,希望通过分析和探索新模式,发展和完善KPI理论,弥补传统KPI模式的不足,对企业的发展起一定的指导作用。
Aiming at the poor operability of the traditional KPI performance appraisal, especially the difficulties and problems of employee level implementation, this paper proposes a new KBIF performance appraisal model, namely the key performance indicators (K), behavioral performance evaluation (B), exceptional performance Event (I) and Future Performance Potential (F) into an assessment system that takes into account the key performance and behavioral performance, the routine performance and exceptional performance, the current performance and the future performance, and hopes to develop and perfect the KPI theory by analyzing and exploring new models , To make up for the lack of the traditional KPI model, the development of enterprises play a guiding role.