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正如我们所知,绩效管理是提高组织有效性唯一也是最大的有利因素,而流于表面的程式化考核阻碍了经理们的发展和生产效率、工作土气的提升,最终将影响到全公司的成功。人力资源部的工作目标应该定位在缩小不同管理者的评价之间的差异性,保证评价程序对所有雇员都尽可能公平合理。建立这样的程序并切实贯彻执行,便意味着掌握了绩效考核的艺术。
As we know, performance management is the only and most advantageous factor to improve the effectiveness of the organization, while the surface of the program-based assessment hinder the development of managers and production efficiency, enhance the rustic work, and ultimately will affect the company-wide success . The HR objectives should be to narrow the differences between evaluations of different managers and to ensure that the evaluation process is as fair and equitable as possible for all employees. The establishment of such a program and the effective implementation of it mean that we have mastered the art of performance appraisal.