末位淘汰制是企业对员工绩效考评时所采用的一种方法,比较学术的名称是“强制分类法”。这种方法将员工的绩效表现按比例分到不同的类别,并在此基础上将被分在末端百分之五至十的员工解聘。该制度因美国通用电气公司(GE)的多年使用而闻名,并被许多中国公司所仿效,变成“热门”的管理方式之一。其实任何一种制度的使用都有它特定的目的, 而该目的又与公司意欲提倡的文化和氛围紧密相连。通用前 CEO 杰克·韦尔奇是一个竞争心很强的个体,他早年在 GE 工作时因为自己得到的年终奖金与比他绩效差的员工没有显著差别而深感不安,因此一直都想着要拉开优秀员工与落后员工之间的奖励距离,造成一种大家都争优秀的气氛。 The last elimination system is a method used by enterprises to evaluate employee performance. The academic name is Compulsory Classification. This approach rates employees’ performance on a pro rata basis and, on that basis, dismisses employees who are divided between 5% and 10% at the end. The system is well-known for years of use by the U.S. General Electric Company (GE) and has been followed by many Chinese companies as one of the “hot” ways of managing. In fact, the use of any kind of system has its own specific purpose, which in turn is closely linked to the culture and atmosphere that the company intends to promote. Jack Welch, GM’s former chief executive, was a highly competitive individual who had been very frustrated at his early years at GE because his end-of-year bonus was not significantly different from his less-than-honored staff, and he kept thinking Bringing the reward distance between good employees and laggard employees creates a climate in which everyone can compete for excellence.