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如果你是一名企业高层管理者或HR经理,作为绩效管理制度的策划者和组织者,是否有一天发现,公司例行的绩效考评不再像最初实施时那样起作用了,你感到考评流于形式,考评制度开始像过冬的青蛙一样进入休眠或半休眠状态,你会问自己,公司耗费资源进行绩效管理还有必要吗?如果不必要, 用什么方法来衡量员工的工作成果和技能?如果必要,又如何让公司的绩效管理制度结束休眠而充满活力呢?如果你还不能
If you are a corporate executive or HR manager, as a planner and organizer of a performance management system, will one day find that company routine performance evaluation is no longer as effective as the initial implementation, you feel the flow of assessment In terms of form, the assessment system begins to enter dormancy or semi-dormant like a winter frog, and you ask yourself, is it necessary for the company to use resources for performance management? If not, what methods are used to measure the work results and skills of employees? If necessary, how can we let the company’s performance management system end dormant and full of energy? If you still can’t