论文部分内容阅读
“人力资源管理的理论在天上飞,人力资源管理的实践在地上爬。”这句话反映了目前国内大部分通信运营企业人力资源管理的现状。绩效考核是人力资源管理的核心和难点。那么,如何使绩效考核工作从地上“爬”起来,特别是如何改变上级单位或部门对下考核容易,但横向考核难以实施,导致管理效率低下的现状呢?笔者根据多年来建立绩效考核体系的实践与经验,总结了在人力资源管理基础薄弱的情况下,基于企业现状建立部门绩效考核体系的工作要点。
“The theory of human resource management in the sky fly, the practice of human resources management to climb on the ground. ” This sentence reflects the current status of most human resources management communications enterprises. Performance evaluation is the core and difficulty of human resource management. So, how to make the performance appraisal work from the ground up, especially how to change the superior units or departments of the next examination is easy, but the horizontal assessment is difficult to implement, resulting in inefficient management of the status quo I based on the establishment of performance assessment over the years System practice and experience, summed up the work in the establishment of departmental performance appraisal system based on the status quo of enterprises in the case of weak human resource management foundation.