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笔者拟通过对绩效管理循环的闭环应用研究,提高员工对员工绩效考核结果的认同,为绩效考核结果的深层次多方面应用打下基础。一、公司绩效管理现状公司绩效管理始于2007年,至今已近8年,绩效管理工作日趋成熟。绩效管理工作分为组织绩效和员工绩效两块,组织绩效由办公室组织开展,组织绩效考核用平衡计分卡的方式,指标为可量化的指标;员工绩效由人力资源部负责。在制定公司和各部门年度组织绩效目标的基础上,人
The author intends to improve the staff’s recognition of staff performance appraisal results through the closed-loop application research on performance management cycle, which lays the foundation for the deep-level multi-faceted application of performance appraisal results. First, the company’s performance management status The company’s performance management began in 2007, has been nearly 8 years, performance management increasingly mature. Performance management is divided into two parts: organizational performance and employee performance. Organizational performance is organized by the office. Organizational performance appraisal is based on a balanced scorecard. The indicator is a quantifiable indicator. Employee performance is under the responsibility of Human Resources Department. On the basis of formulating the annual organizational performance targets of the company and each department,