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人员绩效管理是人力资源管理中的核心问题之一,也是非常棘手的问题。中国在建立和推行公务员制度过程中,公务人员考核已趋向普遍化,然而在考核中引起的争执、纠纷、抱怨也愈来愈多,其实施往往与“浪费时间”、“流于形式”等评价联系在一起,事实表明,公务人员考核的结果有悖于我们的初衷。从目前的政府人员绩效管理的实践看,公务员考核可以看作是政府人员绩效管理重要的一环。政府人员绩效管理作为政府自身管理的一个工具,要发挥其效能,达到提高人员绩效从而提高组织绩效的管理目的,关键在于要把握从绩效考评到绩效管理、从绩效评价到绩效发展这两个定位。
Personnel performance management is one of the core issues in human resources management, but also a very difficult issue. In the course of establishing and implementing the civil service system in China, the assessment of public servants has tended to be universal. However, there are more and more disputes, disputes and grievances arising from the examination. Their implementation is often accompanied by “wasting time” and “ Form ”and other evaluation linked together, the facts show that the results of civil service examination contrary to our original intention. From the current practice of government personnel performance management, civil service appraisal can be seen as an important part of the performance management of government personnel. As a tool of government self-management, government personnel performance management should exert its effectiveness and achieve the goal of improving personnel performance and management performance of organization. The key lies in the following two aspects: from performance evaluation to performance management, from performance evaluation to performance development .