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近年来,为了建立以员工工作绩效为重要依据的系统评价体系,公司各单位普遍在员工中开展绩效考核工作,逐步形成了较为完善的激励和制约机制,并以此引导和激励员工围绕企业目标任务,不断提高自身综合素质,勇于创新,把自身的努力紧密地融合到企业总任务、总目标之中。笔者认为,一个好的绩效管理是一个系统工程, 是依据主管领导与员工之间达成的协议来实施的一个动态的沟通过程。该协议对员工的工作职责、工作绩效的衡量、双方的协同、障碍的排除等问题作出了明确的要求规定。一个完整的系统,应该包括如下几个部分:
In recent years, in order to establish a systematic evaluation system based on the work performance of employees, all the units in the company carry out their performance appraisal work among their employees and gradually form a relatively complete incentive and restraint mechanism to guide and motivate their employees around the corporate goals Mission, and constantly improve their overall quality, innovation, and their own efforts closely integrated into the overall mission of the enterprise, the overall goal. The author believes that a good performance management is a systematic project, is based on the agreement between the leadership and staff to implement a dynamic communication process. The agreement made clear requirements on the staff’s job responsibilities, work performance measurement, the coordination of both parties and the removal of obstacles. A complete system, should include the following sections: