摘要
绩效考核是人力资源管理的核心问题之一,它保障并促进了企业内部管理机制的有效运转和企业各项经营管理目标的实现。绩效考核在理论与实践操作上极易出现偏差。本文通过揭示考核中容易产生标准不清晰、指标不科学、考核者主观因素、反馈沟通不及时、考核周期及方法等误差的原因,进一步提出了完善绩效考核的五方面具体措施,如考核标准、考核者、方法及程序等,使考核的管理制度产生最大效益。
Performance assessment is one of the kernel questions of HRM. It ensures and promotes effective operation of internal management system of enterprises and realization of various management objectives. However, it is also easy for performance assessment to cause deviation. The article puts forward five functional methods including assessment standards assessment managers, methods and procedures etc. which reveal the problems of ambiguity of standard, unscientific objective and personal factors, delayed feedback communication as well as the deviation of assessment period and method. All these five ways can perfect performance assessment and make the management system produce most profit.
出处
《山东英才学院学报》
2006年第1期45-48,共4页
Journal of Shandong Yingcai University
关键词
人力资源
绩效考核
效益
human resource
Performance Assessment
profit
