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随着社会经济的不断发展,集体企业考核机制也在不断的加强,特别是适合企业自身发展的绩效考核机制尤为重要。将集体企业比作一个生命体,那么绩效考核就是她的心脏,绩效考核成为集体企业管理者选择和实践的重点项目。目前我国多数集体企业的绩效考核机制与发展策略不统一,实践结果不尽人意。笔者就针对这些问题做出简要的分析,共同探讨解决方案,使绩效考核真正达到科学、有效、公开、公正的境界。
With the continuous development of social economy, the assessment mechanism of collective enterprises is also constantly strengthened, especially the performance appraisal mechanism suitable for the development of enterprises is particularly important. Comparing a collective enterprise to a living entity, then the performance appraisal is her heart, and the performance appraisal becomes the key project selected and practiced by collective enterprise managers. At present, the performance appraisal mechanism and development strategy of most of the collective enterprises in our country are not uniform, and the result of practice is unsatisfactory. The author makes a brief analysis of these problems and discusses the solutions together so that the performance appraisal can truly reach the realm of being scientific, effective, open and fair.