引言下班了,X通信公司总经理办公室还亮着灯,人力资源部刘经理向公司朱总经理汇报近期绩效考核体系运行的情况。“绩效考核办法试行将近三年,却没有达到我们期望的效果。员工的绩效考核分数相差无几,人均绩效工资也没有实质性的差距。绩效考核体系成 Introduction After get off work, the General Manager’s Office of X Communication Company is also lit with lights. Manager Liu of Human Resources Department reported to President Zhu about the recent performance appraisal system operation. ”Pilot approach to performance appraisal for nearly three years, but did not achieve the desired effect of our staff performance scores were almost the same, there is no substantive gap between the performance of per capita salary gap.