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随着人才竞争的日愈加剧,企业为了吸引和留住人才,确保在市场竞争中的发展优势,不断地进行内部制度的建立和完善,形成动态的赛马机制以激励员工,为此,绩效管理工作无疑成为人们日趋关注的课题。然而,诸多企业推行绩效管理工作举步为艰,每每提及便会引发员工惴惴不安的揣测：绩效管理必然是轰轰烈烈的考核,人心慌慌的奖惩……如此这般,必将挫伤员工的积极性和归属感,影响个人乃至企业的绩效水平,追根溯源,其中之一就是因为没有真正理解甚至误解绩效管理的内涵。所谓绩效管理就是为达成组织的目标,通过持续开放的绩效沟通-制定绩效计划、实施绩效计划、绩效考核和绩效反馈及绩效结果的应用流程,以形成组织目标所预期的利益和产出,并推动团队和个人做出有利于目标达成的行为。
As talent competition becomes more and more aggravated day by day, in order to attract and retain talents and ensure the development superiority in the market competition, enterprises should continue to establish and improve the internal system and form a dynamic mechanism of horse racing to motivate employees. Therefore, the performance management Work undoubtedly become an issue of increasing concern. However, many companies are struggling with their performance management work, which often leads to staff uneasy speculation: performance management is bound to be a vigorous examination, panic rewards and punishments ... so that will dampen the enthusiasm of staff And sense of belonging, affecting individuals and even the performance of enterprises, tracing the source, one of which is because there is no real understanding or misunderstanding of the connotation of performance management. The so-called performance management is to achieve the organization’s goal, through continuous open performance communication - the development of performance plans, the implementation of performance planning, performance appraisal and performance feedback and performance results of the application process to form the organization’s goals and expected benefits and outputs Promote the team and individuals to achieve the goal of achieving the behavior.