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中人博客倾力打造全球华人圈最专业的人力资源博客互动平台!中人博客是中国领先人力资源管理门户网站——中国人力资源开发网(www.ChinaHRD.net)旗下频道。对此,我们只要简要分析便可信服,具体如图示02所示:我们先看①,即以绩效考核为核心的企业绩效管理。企业绩效管理的目的在于改进企业绩效,而我们可以看到,绩效考核为核心的企业绩效管理逻辑,企业绩效改进被拖到了企业绩效管理的下一个周期。我们继续看②可以发现,施行以绩效沟通为核心的管理体系时,企业的绩效改进贯穿单个绩效管理周期,
Chinese blog tries its best to create the most professional human resource blog interactive platform in the global Chinese circle! The Chinese blog is the channel of China Human Resources Development Network (www.ChinaHRD.net), a leading human resources management portal in China. In this regard, we only have a brief analysis can be convinced, as shown in Figure 02: Let us look at ①, that is, performance appraisal as the core of enterprise performance management. The purpose of enterprise performance management is to improve business performance, and we can see that the performance appraisal as the core of business performance management logic, business performance improvement is dragged to the next cycle of business performance management. We continue to see ② can be found that the implementation of performance management as the core communication system, the performance of enterprises through a single performance management cycle,