摘要
《北京市"十二五"时期职工发展规划》指出,衡量职工权益发展状况的指标主要包括就业权、收入权、安全权、保障权、参与权和职业发展权等六项基本权益。现代企业管理更加注重"以人为本"的管理模式,管理的重点日趋体现在维护职工的自身权益上。管理者应从战略高度构建基于职工发展的绩效管理体系,从绩效管理战略、绩效管理机制、绩效管理流程和绩效管理实施等方面,最大限度地激发人才潜能,推动组织变革与创新,最终实现组织的持续发展。
In October 2011, approved by Beijing Municipal Government, Beijing Federation of Trade Unions prepared ＂Beijing Plan of staff development planning ＂（hereinafter referred to as the＂ Plan ＂） was formally promulgated. The plan pointed out that staffdevelopment includes six basic fights of employment, income rights, the right to security, protection of rights, the right to participate, and career development such as the right. The modem enterprise management should pay more attention to ＂people-oriented＂ manage- ment model, the management focus is increasingly reflected safeguarding their own rights and interests. Based on staff development, managers should build a strategic height and maximize their talent potential in terms of performance management strategies, performance management mechanisms, performance man- agement process and performance management implementation, organizational change and innovation, and ultimately the organization sustainable development.
出处
《北京市工会干部学院学报》
2012年第3期61-63,共3页
Journal of Beijing Federation of Trade Unions Cadre College
关键词
职工发展
人力资源
绩效管理
staffdevelopment
human resources
performance management
