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随着现代管理越来越朝着精细化的方向发展,绩效作为实现企业战略目标的重要保证备受关注,相应地绩效管理也被提到了前所未有的重视高度。但在管理实践中,人们意识到重视绩效不一定会有好的绩效,比起完备的管理制度,绩效沟通是更富艺术性和技巧性的工作贯穿于绩效管理的始终。著名的管理学家巴克沃先生说过真实的绩效管理是一个持续的沟通过程。许多企业绩效管理不尽如人意都源于绩效沟通障碍,最终绩效管理流于形式,失去作用。本文通过探讨企业绩效沟通不畅的原因,提出改进意见,为企业绩效管理的顺利实施提供参考。
With modern management becoming more and more sophisticated, performance is an important guarantee for realizing the strategic goal of the enterprise. Accordingly, performance management has also been mentioned with unprecedented attention. However, in the management practice, people realize that the emphasis on performance does not necessarily have good performance. Compared with a complete management system, performance communication is a more artistic and technical work throughout the performance management. Mr. Buckow, a prominent management scientist, said that true performance management is an ongoing process of communication. Many enterprise performance management is not satisfactory from the barriers of performance communication, the final performance management in a mere formality, loss of function. This paper discusses the reasons for the poor performance of business performance, puts forward suggestions for improvement, and provides a reference for the smooth implementation of business performance management.