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W企业是山东的一家大型零售连锁企业,这几天,公司人力资源部王经理对于公司的绩效管理非常困惑:2007年,公司为了强化绩效考核的科学性,引入了某国内一流高校的咨询团队,耗时一年做了科学细致的绩效考核体系。但是,新的绩效考核体系虽然使员工对于绩效考核结果的满意度有所提高,但是,却迟迟不见明显提升员工绩效。李先生是W企业某门店的店长,公司施行新的绩效考核体系于他而言,只
W business is a large retail chain in Shandong, the past few days, the company’s human resources manager Wang for the company’s performance management is very confused: In 2007, the company in order to strengthen the scientific performance appraisal, the introduction of a domestic first-class university consulting team , Took a year to make a scientific and meticulous performance appraisal system. However, although the new performance appraisal system has improved the staff’s satisfaction with the performance appraisal results, it has not yet seen a significant improvement in employee performance. Mr. Li is the manager of a store in W enterprise. The company implements a new performance appraisal system for him. Only