摘要:
绩效管理是企业激励约束员工行为,提升员工工作积极性的重要手段。然而,现实中企业的绩效管理结果并不尽如人意,常常存在绩效考核指标不合理,评价主体不科学,绩效考核结果利用不充分等问题,这些问题使绩效考核的结果大打折扣,不能起到调动员工积极性,激发员工工作热情的作用。从绩效管理的相关理论入手,分析梳理这些问题,并根据科学有效管理的一些原则方法提出相关建议,并结合某工程公司的案例进行了深入探讨,以期为企业改善绩效管理,激发员工工作积极性提供借鉴和参考。
Abstract:
Performance management is an important means for enterprises to motivate employees to restrain their behaviors and improve their work motivation. However, the reality of the enterprise performance management results is not very desirable, which often exists unreasonable performance evaluation index, unscientific evaluation subject, insufficient use of performance appraisal results and so on. These problems make the result of performance appraisal, which can't rise to arouse the enthusiasm of employees, and stimulate staff's work enthusiasm. In this paper, from the related theories of performance management, analysis of these problems, and according to some principles of scientific and effective management methods put forward related suggestions, and combined with the case of certain engineering company carried on the thorough discussion, in order to improve the performance management for the enterprise, stimulate staff's work enthusiasm to provide reference.
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