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本文从现代企业绩效考核中普遍存在的一些偏见因素入手,试图通过运用辩证法的内涵及其所遵循的对话路径的分析方式,提出有效祛除绩效考核中偏见因素的方法:一是集体论证设定的绩效考核体系是否合理,看其是否可以被普遍接受;二是在绩效考核的评分体系中设置对偏见进行评价的内容,使考核者直面主观的情感因素;三是在考核结果出来后,为考核过程中出现的各种目的、意见、想法提供对话的平台。
This article starts with some prejudice factors which are ubiquitous in the performance appraisal of modern enterprises. By means of using the connotation of dialectics and the way of dialogues followed, this article tries to put forward some effective ways to get rid of the prejudice factors in performance appraisal. First, The performance appraisal system is reasonable to see whether it can be generally accepted; the second is in the performance appraisal scoring system to set the content of prejudice, so that appraisers face the subjective emotional factors; third is the appraisal results came out for the assessment The various purposes, opinions and ideas that arise during the process provide a platform for dialogue.