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辽宁省电力有限公司自2006年开始推行适应本公司特点及发展需要的,以KPI(关键绩效指标Key Performance Indicators)为核心方法的员工绩效考核改革,采用KPI模式,将企业的发展战略目标结合部门/岗位职能进行分解,制定出动态、量化、规范的关键绩效评价指标及工作目标,建立了与现代企业制度相适应的人力资源管理制度。通过实施全员绩效考核制度,将员工的工作行为和个人发展目标与企业的发展战略目标紧密地联系在一起,通过客观准确地评
Since 2006, Liaoning Provincial Electric Power Co., Ltd. has introduced an employee performance appraisal reform that takes KPI (Key Performance Indicators) as the core method and adapts to the characteristics and development needs of the Company. KPI mode is adopted to integrate the strategic development goals of the enterprise with the departments / Job functions to decompose, develop dynamic, quantitative, standardized key performance evaluation indicators and objectives, established with the modern enterprise system to adapt to the human resources management system. Through the implementation of full performance appraisal system, the staff’s work behavior and personal development goals and business development strategy closely linked together through objective and accurate assessment