如何提高绩效评估的准确性

• 作 者: 王雪峰
• 机 构: 江苏工业学院,
• 出 处: 中国人力资源开发
• 发表日期: 2007年10期
• 关键词: 绩效评估 绩效界定 评估方法 隐性绩效

绩效管理的难点在于绩效评估的准确性难以提高。本文提出从绩效界定、评估方法和评估指标三个方面提高绩效评估准确性的思路:准确界定的绩效不仅包括显性绩效,还应包括隐性绩效,但不包括品德、能力等不属于绩效的内容;评估方法的准确性应该体现在简便性和针对性两个方面:评估指标的准确性应该体现在简洁性、战略一致性和具体性三个方面。

The difficulty of performance management lies in the difficulty of improving the accuracy of performance evaluation. This paper puts forward the idea of ​​improving the accuracy of performance evaluation from three aspects of performance definition, assessment method and evaluation index: Accurately defined performance not only includes explicit performance, but also includes implicit performance, but does not include morality, ability, etc. Content; The accuracy of assessment methods should be reflected in two aspects: simplicity and pertinence: The accuracy of assessment indicators should be reflected in three aspects: simplicity, strategic consistency and specificity.