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绩效管理是世界性难题,是摆在所有管理者面前的一个不可回避的、崭新的课题,无论是对企业的生存还是管理者的提升都是一个挑战。绩效管理是企业战略目标得以实现的重要工具,目前设计执行的中层管理人员绩效管理体系从公司的现状出发适用性、针对性较强,并且可以根据公司战略的变化对绩效评价内容进行调整,又具有较强的灵活性,因此时效性较长,便于长期推进。
Performance management is a worldwide problem and an unavoidable and brand-new issue facing all managers. It is a challenge to the survival of enterprises and managers. Performance management is an important tool to achieve the strategic objectives of the enterprise. At present, the performance management system of mid-level management personnel designed and implemented has applicability and strong pertinence from the current situation of the company, and can adjust the performance evaluation content according to the change of the company’s strategy. Has a strong flexibility, so timeliness is longer, easy to long-term advance.