论文部分内容阅读
绩效考核是事业单位人力资源管理工作的重要组成部分之一,好的绩效考核可以调动员工工作的能动性,促进他们积极努力地工作,进而推动事业单位经济效益与社会效益全面发展。尤其是近几年来,事业单位管理模式逐步向企业靠近,所以绩效考核工作显得尤为重要。长久以来,由于受传统观念影响,目前的事业单位绩效考核管理工程仍然存在着诸多不尽如人意的地方,本人想从绩效考核认识、绩效考核办法、绩效考核内容、绩效考核反馈等四个方面谈谈个人的肤浅看法,希望此看法能对今后事业单位的绩效考核改进起到小小的参考作用。
Performance appraisal is one of the important components of human resource management in PSUs. A good performance appraisal can mobilize the motivation of employees to work hard and promote their overall economic and social benefits. Especially in recent years, the institution management mode is gradually approaching the enterprises, so performance appraisal work is particularly important. For a long time, due to the influence of the traditional concept, there are still many unsatisfactory places in the performance appraisal and management project of the current public institution. I would like to consider four aspects of performance appraisal, performance appraisal, performance appraisal and performance appraisal feedback Talk about the personal superficial view, I hope this view can improve the performance evaluation of future public institutions play a small reference role.