众所周知,企业管理的核心是人力资源管理,而绩效管理是人力资源管理难中之难的关口。随着现代管理的演进,传统的业绩考核也已逐步上升为绩效管理,这一转变过程的重心在于考核内容重于考核形式、过程辅导重于期末考评、不断改进重于结果应用。然 As we all know, the core of enterprise management is human resource management, and performance management is the difficult point of human resource management. With the evolution of modern management, the traditional performance appraisal has gradually risen to performance management. The focus of this process of change is that the content of appraisal is more important than the appraisal form. Process counseling is more important than final appraisal and continuous improvement is more important than application of result. Of course