论文部分内容阅读
目前,企业的绩效管理方法主要采用基于关键绩效指标(KPI)或平衡计分卡的绩效考核评价模式。KPI通过企业内部流程的输入端、产出端的关键参数进行设置、取样、计算、分析,并予以衡量流程绩效,进行目标化指标管理,它将企业战略目标分解为可操作的具体工作目标,并分解到各部门。华东电网有限公司(以下简称华东公司)进一步深化了KPI的指标考核应用,将公司的战略目标聚焦到关键绩效领域(KPA),再进一步分解为KPI,最终落实到员工岗位工作任务和工
At present, the performance management methods of enterprises mainly adopt the performance appraisal model based on KPI or Balanced Scorecard. KPIs set, sample, calculate and analyze the key parameters of the input and output of the internal processes of the enterprise and measure the performance of the process to manage the target. The KPI decomposes the strategic objectives of the enterprise into specific operational targets that can be operated. Decomposition to the various departments. East China Power Grid Co., Ltd. (hereinafter referred to as “East China Company”) further deepened the application of KPI’s index appraisal, focused the company’s strategic objectives on KPA, further decomposed it into KPIs, and finally implemented the tasks and work of staff positions