绩效管理实施过程中的难点与对策

• 作 者: 杜宾 许贵东
• 机 构: 宜昌供电公司,当阳市供电公司,
• 出 处: 中国电力教育
• 发表日期: 2011年06期
• 关键词: 供电企业 绩效管理 绩效管理实施 岗位职责 员工个人目标 目标达成 企业整体目标 企业管理效率 企业战略 经营目标

绩效管理是一个很复杂的体系,其主旨是企业战略和经营目标的达成,其手段是通过员工个人目标的实现带动企业整体目标的达成,目标能否达成取决于许多因素,员工自身的努力和投入、员工的知识和能力、工作环境、组织中的障碍、资源的缺乏等都将制约绩效目标的达成。运用得当,能有效提高管理水平;运用不当,则会造成不必要的内部扯皮与纠纷,增加企业管理成本,降低企业管理效率。

Performance management is a very complex system, the main thrust of which is the achievement of corporate strategy and business objectives. Its means are to achieve the overall goal of the enterprise through the realization of the personal goals of the employees. The achievement of the goals depends on many factors, the efforts of the employees themselves and Input, knowledge and ability of staff, working environment, obstacles in the organization, lack of resources and so will restrict the achievement of performance goals. Appropriate use, can effectively improve the management level; improper use, it will cause unnecessary internal wrangling and disputes, increase business management costs and reduce business management efficiency.