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绩效考核,也称成绩或成果测评,是企业为了实现生产经营目的,运用特定的标准和指标,采取科学的方法对承担生产经营过程及结果的各级管理人员完成指定任务的工作实绩和由此带来的诸多效果做出价值判断的过程。绩效考核是一把双刃剑,用得好能最大限度地激发员工的热情,挖掘员工的潜力;反之,则会挫伤员工的积极性,给企业发展带来消极影响。下面笔者就目前企业员工绩效考核的现状和存在问题,以及怎样让绩效考核在企业经营管理中发挥最大作用浅谈个人观点。
Performance appraisal, also known as the achievement or result evaluation, is the enterprise in order to achieve the purpose of production and management, the use of specific standards and indicators, to take a scientific approach to undertake the production and management processes and results of managers at all levels to complete the designated task performance and thus Bring many effects to make value judgments process. Performance appraisal is a double-edged sword, well used to maximize the enthusiasm of staff to stimulate and tap the potential of employees; the other hand, it will dampen the enthusiasm of staff, to bring negative impact on business development. The author below the current employee performance appraisal of the status quo and existing problems, and how to make performance appraisal in the business management to play a maximum role in talking about personal point of view.