对于一套成熟的人力资源管理机制而言,绩效管理体系导入企业不是一项很复杂的工程,但随着绩效管理的逐步深入,在与企业原有的管理习惯逐步结合过程中总有问题或不协调因素不期而至,就会出现绩效管理体系推进速度比导入时期缓慢的现象,甚至绩效改革流产。那么,有什么手段可以尽快跨越这个“陷阱”呢?一、绩效改革是深层的变革实施绩效管理不是简单制度上的变革,它对于员工价值观念上的影响 For a mature human resource management mechanism, the performance management system into the enterprise is not a very complicated project, but with the gradual deepening of performance management, the gradual integration of the existing management practices with the enterprise always have problems or Uncoordinated factors come unexpectedly, it will appear the performance management system to promote the slower than the introduction of the phenomenon, and even the performance of the reform abortion. So, what means can be as quickly as possible to cross this “trap”? First, the performance reform is a profound change Performance management is not a simple institutional change, its impact on the values ​​of employees