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在实施绩效管理的过程中,由于传统管理文化和意识的影响、对绩效管理理念理解不完整、绩效体系设计和执行者的经验局限等原因,种种误区充斥于绩效管理实践中。对中国本土企业管理者来说,走出绩效管理的误区尤为重要。误区之一:一叶障目,不见森林为什么要管理企业及企业内员工的绩效?目的显而易见:实现企业的战略目标。绩效管理系统同企业的战略、组织架构、企业文化等息息相关,密不可分。相当多的中国企业在导入和实施绩效管理
In the process of implementing performance management, due to the influence of traditional management culture and consciousness, the incomplete understanding of performance management concept and the limited experience of performance system design and executor, all kinds of errors are filled in performance management practice. For Chinese local business managers, it is particularly important to go beyond the misunderstanding of performance management. One of the myths: a leaf barrier, not seen why the forest management of enterprises and employees within the performance? The purpose is obvious: to achieve the strategic goals of the enterprise. Performance management system with the corporate strategy, organizational structure, corporate culture and other closely related, are inseparable. A considerable number of Chinese companies are importing and implementing performance management