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知识经济使人力资源重要性空前突出,如何实现员工个人发展,并使之转化为企业整体绩效,进而提升企业的核心竞争能力成为企业必须应对的课题。但企业现行的绩效管理存在先天不足,典型表现就是误认为单一的绩效考核就是绩效管理。这种绩效考核重考核形式,不重视目标引导;忽视过程管理与沟通;绩效考核结果应用单一。
The importance of knowledge economy makes human resources unprecedented, how to achieve personal development of employees, and make it into the overall performance of enterprises, thus enhancing the core competitiveness of enterprises has become a business must be addressed. However, the current performance management of enterprises there is a flaw, the typical performance is mistaken for a single performance appraisal is performance management. This performance appraisal re-examination form, do not attach importance to guide the goal; ignore the process management and communication; performance appraisal results apply a single.