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关于绩效管理的课题是本人一直关注的一个课题,特别是在本企业刚刚做完绩效评估之时,但我认为效果并不太理想。从被考核到给人做考核和推动绩效管理,基本上感到此项技术在国内大多数企业并没有发挥它应有的效果。不成功的原因是大多数绩效管理只关注评估,而忽略了沟通环节,也缺少相应的技术和技巧。针对这一问题,我采用文献调查和访谈法,对此问题作了一个初步的探索,希望对大家有益。
The topic of performance management is a subject that I have always been concerned about, especially when the company just completed the performance evaluation, but I think the effect is not very satisfactory. From assessment to assessment and promotion of performance management, the majority of enterprises in China basically feel that this technology has not exerted its due effect. The reason for the failure is that most performance management focuses only on the assessment, ignoring the communication and the lack of appropriate skills and techniques. In response to this issue, I use the literature survey and interview method, made a preliminary exploration of this issue, I hope it is good for everyone.