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如何科学合理地设计员工绩效考核指标?这一问题被许多企业尤其是国企看似简单以至于有所忽视。企业在建立绩效考核管理体系的过程中,通常是在确定部门考核指标时花费较大精力,企业管理层和绩效管理部门难免与相关部门讨价还价;落实到员工头上的考核指标,通常由部门确定。这种流程虽然没错,但最终形成的员工绩效考核表与目标管理并无多大差异,考核要求往往仅限于员工的工作业绩考核。本文从绩效考核指标设计的源头、原则、方法与工具,并结合近年来本企业实施绩效管理的历程,探讨如何系统性、科学性地设计员工绩效考核指标,尤其是容易被忽视或混淆的岗位胜任特征指标PCIs。
How to design employee performance appraisal index scientifically and reasonably? This problem is overlooked by many enterprises, especially state-owned enterprises. Enterprises in the establishment of performance appraisal management system in the process, usually in the determination of departmental indicators to spend more energy, business management and performance management departments inevitably bargain with the relevant departments; to implement the assessment of the head of the staff, usually determined by the department . Although this process is true, but the final form of performance evaluation of employee performance management and the target is not much difference, assessment requirements are often limited to the performance evaluation of employees. This paper discusses the source, principles, methods and tools of performance appraisal index design and how to design employee performance appraisal index systematically and scientifically, especially the positions which are easy to be neglected or confused, combining with the course of implementing performance appraisal in recent years. Competency Index PCIs.