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绩效考核在企业人力资源管理工作中具有激励作用。为员工的工资制定、薪酬福利的发放、员工的晋升以及员工需要参加的培训提供了依据;对企业战略目标的执行进程中监测和企业文化和价值观得以传递等。然而,企业在实施绩效考核的过程中得到的并不全是正面的结果,存在考核标准主观性较强、绩效沟通与反馈过程中,以及关于考评方法与评估周期中出现的问题。发挥绩效的正面作用需要制定客观明确的考核标准、挑选合适的考核人员,进行必要的培训、引进绩效面谈制度、建立全面的绩效反馈机制等。
Performance evaluation in the enterprise human resources management has an incentive. Provided the basis for staff salary development, the payment of salary and benefits, promotion of employees and training required by employees; the monitoring of corporate strategic objectives and the transmission of corporate culture and values. However, the enterprises do not get all the positive results in the process of performance appraisal. There are some problems such as the subjectiveness of the appraisal standard, the communication and feedback of performance, and the problems in appraisal methods and appraisal cycle. To play a positive role in performance need to develop objective and clear assessment criteria, select the appropriate assessment staff, the necessary training, the introduction of performance interview system, the establishment of a comprehensive performance feedback mechanism.