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绩效管理作为一种企业管理方式,在现代化管理的企业中得到广泛推广应用,而传统的经济绩效考评定位于绩效利益的分配,缺少业绩指标(主要是非量化指标)制定与执行、考核后的沟通反馈、根据考核结果帮助员工提升和改进绩效等重要环节,是一种单纯的奖金考核方案。探索二者的关系和烟草商业企业绩效管理瓶颈及对策,在实际工作中具有重要的指导意义。
As a kind of enterprise management, performance management is widely promoted and applied in modern management enterprises. However, the traditional economic performance appraisal is located in the distribution of performance benefits, lacking in the formulation and implementation of performance indicators (mainly non-quantitative indicators), post-evaluation communication Feedback, according to the assessment results to help employees improve and improve performance and other important aspects, is a pure bonus assessment program. Exploring the relationship between the two and the performance management bottlenecks and countermeasures of tobacco commercial enterprises have important guiding significance in practical work.