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当外科主任张华(化名)傲慢地回答说“我们对医生的考评一直都在进行,只不过现在这些材料还压在文件夹里没有交给人事科,因为交不交,没什么差别”时,人事科科长刘栋(化名)的心里已经被塞满了五味子。“医院各部门负责人多数对绩效管理已没什么热情,这次与外科主任的冲突只是一个再普通不过的个案。”他显得有些束手无策,“绩效管理该怎么进行呢?是不是设定了考核目标,并据此对职工进行评估,就算是完成了绩效管理呢?”
When the director of surgery, Zhang Hua (a pseudonym) replied arrogantly, “Our evaluation of the doctor has been going on, but now these materials are still in the folder and are not given to the personnel department because there is no difference between paying off” When the Chief of Personnel Liu Dong (a pseudonym) has been filled with Schisandra heart. “Most of the hospital department heads have no enthusiasm for performance management, this conflict with the director of the surge is only an ordinary case. ” He seemed a bit helpless, “performance management how to proceed? Is not set The assessment of the target, and accordingly staff assessment, even if it is completed performance management? ”