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不久前,微软262亿收购领英(Linkedin)的消息刷爆朋友圈,作为人才管理的专业研究者,笔者关心的不是这个收购标的有多大,而是后期整合的难度有多大。正如微软CEO所说:要求继续留任的Jeff要思考以什么样的关键指标衡量整合后Linkedin的绩效。不得不说,绩效管理是个“古老”的难题!对企业而言,关键的任务是如何在实践中透过“乱花迷人眼”的方法和工具,看到并回归绩效管理的本质,根据外部环境的变化趋势,同时根据自己的企业文化、所处阶段、管理成熟度不同,选择适合自己的绩效管理
Not long ago, Microsoft’s 26.2 billion acquisition of Linkedin news broke the circle of friends, as a professional talent management researcher, the author is not concerned about how much the acquisition of the subject, but how difficult the latter part of the integration. As Microsoft CEO said: Jeff asked to stay on to consider what kind of key indicators to measure after the integration of Linkedin’s performance. Have to say that performance management is an “old ” problem! For the enterprise, the key task is how to practice through the “messy eyes” approach and tools to see and return to performance management Essence, according to the changing trend of the external environment, at the same time according to their own corporate culture, stage, management maturity, choose their own performance management