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绩效考核作为人力资源管理中一个重要的环节,越来越成为企业经营成败的关键因素。随着企业经营管理理念的进步,我国很多中小型民营企业开始采用绩效考核的方法进行管理。绩效考核作为一种管理工具,为企业进行人员任用、升迁、奖惩、培训和职业生涯评估提供重要依据。然而中小型民营企业现在却存在对考核的认识偏差与目标脱节、考核前期缺乏有效的工作分析、考核体系与制度流程建设滞后、考核指标选取不当且缺乏标准、考核方法过于简单且操作不当、考核主体主观随意且缺乏监督、考核过程缺乏有效沟通与交流、考核结果未能及时反馈与运用等问题。为改善绩效考核的效果,中小型民营企业应树立科学的绩效管理观念、、进行科学全面的工作分析、建立完善的考核制度体系、完善考核指标体系和标准、选取科学有效的考核方法、建立完善的监督申诉机制、开通有效沟通和交流渠道、及时反馈并合理运用结果。
As an important part of human resources management, performance appraisal has increasingly become the key factor for the success or failure of a business. With the progress of business management concepts, many small and medium-sized private enterprises in our country began to adopt the method of performance appraisal. As a management tool, performance appraisal provides an important basis for the appointment, promotion, reward and punishment, training and career assessment of enterprises. However, small and medium-sized private-owned enterprises now have misconceptions about the assessment that are out of line with the objectives. There is a lack of an effective job analysis in the early stages of assessment, lagging behind in the assessment system and system process, improper selection of assessment indicators and lack of standards, Subjective and arbitrary subjective lack of supervision, the lack of effective assessment of the communication process and exchange, assessment results failed to timely feedback and use of such issues. In order to improve the performance of performance appraisal, small and medium-sized private enterprises should establish a scientific concept of performance management, carry out a scientific and comprehensive job analysis, establish and perfect a system of appraisal system, improve the appraisal index system and standards, select a scientific and effective appraisal method, and establish and perfect The monitoring appeal mechanism, open effective communication and exchange channels, timely feedback and rational use of the results.