一、企业绩效管理工作现状1.对绩效管理的认识不足。过去大多数企业都简单地把绩效管理等同于绩效考核。他们认为绩效管理的重点是对员工任务完成情况的考核,并将考核结果和员工的薪酬、奖金挂钩。由于认识不到位,在实施绩效管理的同时,企业还是难免延续以前的老方法。而现实是大多数企业都是由管理者直接制定考核目标,员工基本上未参与到指标的制定过程中,因此,考核指标便难以获得员工的认同,也难以真正起到激励的作用。2.绩效管理目标制定不够明 First, the performance of enterprise performance management status quo 1 lack of understanding of performance management. Most companies in the past simply equated performance management with performance management. They think the focus of performance management is the assessment of the completion of the task of employees, and the examination results and staff compensation, bonuses linked. Due to lack of understanding, while implementing performance management, enterprises still inevitably extend the old method. The reality is that most enterprises are directly set by managers to assess the target, the basic staff did not participate in the formulation of the index, therefore, assessment of indicators will be difficult to obtain employee recognition, it is difficult to really play a stimulating role. 2. performance management objectives are not clear enough