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很多企业在年终时才想起业绩考核的重要性,于是匆忙间搞一个貌似科学、公平的考核方案,大家述述职,打打分也就应付了事。既然是为了考核而考核,考核应有的重要价值当然也就难以体现。其实,业绩不是考出来的,而是通过一个科学体系管理出来的。因此,没有业绩计划和业绩管理体系,也就没有真正意义上的业绩考核。那么,如何建立高效的业绩管理体系呢?本文通过北京工业发展咨询有限公司专家组协助A公司业绩管理体系创新的案例,向大家做简要剖析,供大家在实践中参考。
Many companies think of the importance of performance assessment at the end of the year, so they hurried to engage in a seemingly scientific and fair assessment program. Since it is for appraisal and appraisal, the important value of appraisal should certainly not be reflected. In fact, performance is not tested but managed through a scientific system. Therefore, without a performance plan and performance management system, there is no real performance evaluation. So, how to establish an effective performance management system? This article through the Beijing Industrial Development Consulting Co., Ltd. expert group to assist A company’s performance management system innovation case, to everyone to do a brief analysis for everyone in practice reference.