人力资源管理中的绩效考核.docVIP

目录 一 绩效考核的概念和由来 二 有关绩效考核的理论综述及国内外发展现状 三 xx电子有限公司简介及其绩效考核的现状及存在的问题 四 设计xx电子的绩效考核方案 1正确定位绩效考核目标 随着经济全球化和我国加入WTO，企业面临着越来越激烈的国内和国际市场竞争，特别是人才的竞争，这对我国企业的人力资源管理提出了巨大的挑战。谁能更重视人力资源开发，重视保持员工需求与企业目标的一致，谁就能在激烈的市场竞争中取胜。效考核目的是确认员工的工作成就，改进员工的工作方式，以提高工作效率和经营效益。绩效考核是管理工作中大量使用的手段，为人力资源管理的其他环节提供确切的基础信息，考绩的结果可以为生产、供应、销售、财务等其他职能部门的决策提供参考依据。实施，能整合并激活人力资源管理的各项职能活动，形成强大的内驱力和拉动力，通过不断地改善员工个人的绩效，最终实现企业整体绩效的提升。With WTO entry and economic globalization, the enterprises face intense competition in both the domestic and the international markets, specially the competition of talents, this will challenge the human resources management of our enterprise. It will win in the intense market competition that who can develop the human resources management and keep the demand of the staff consistent with the goal of the enterprise. The goal of Performance Appraisal is confirmed the work achievement, improves the work way, and enhances the working efficiency and the management benefit. Performance Appraisal is the important method in management. It provides the foundation information for the other links , the results can provide the reference for the decision-making of the production, the supply, the sale, the finance and so on. Therefore a reasonable Performance Appraisal system and the science effective impleme ntation, can the conformity shunt excitation live person transport charges source tube principle each function activity, form formidable in to drive the strength, through improves the staff individual achievements unceasingly, finally realizes the enterprise overall achievements promotion. This article take sets up Xx Electronics Corporation as an example, through working and studying in this enterprise, analyzing its situation of Performance Appraisal ,I had discovered some questions, including: The goal of Performance Appraisal has the mistakes, The Performance Appraisal system is not be reasonable, the frequency is not ideal ,the utilization of the results has less sense, the Performance Appr