中小企业绩效考核常见的误差及有效预防策略.docVIP

题目： 中小企业绩效考核常见的误差及有效预防策略 专 业 工商企业管理 系 部 经贸社科系 班 级 工商1101班 姓 名 袁维、黄芳、李新、吴晗 指导老师 代 锋 二零一贰年十二月  摘要 绩效考核作为提高企业和员工绩效的重要工具显得越来越重要。绩效考核是晋升和培训工作的依据。通过定期考核，也可以使员工自己了解在哪些方面已有提高，在哪些方面还有不足。绩效考核为组织的各类人员提供一个畅所欲言机会，有机会揭示出工作中的那些低效率行为，同时还可以帮助员工强化已有的正确行为。绩效考核还是奖励的合理依据。在现实中，许多企业的绩效考核都成了“走过场”，在考核的过程中没有规范做法，从而没有把绩效考核的作用发挥出来，甚至走向其对立面如何充分调动员工的积极性和凝聚力，则有赖于公正、公平、公开的绩效考核机制的建立和完善。本文通过对绩效考核阐述的基础上，提出企业人力资源中绩效考核出现的问题，并提出相应的对策，以期对企业在绩效考核过程提供借鉴和一定的决策参考。绩效绩效管理绩效考核1 绪论 1 1.1 绩效考核的概念 1 1.2 绩效考核的目的 1 1.3 绩效考核的种类 1.4 绩效考核的作用 1.5 绩效考核的一般程序 2 2 中小企业绩效考核的现状分析 2 2.1绩效考核制度走向规范化 2.2绩效考核制度走向体系化 2.3绩效考核的利用出现失误 2.4现阶段绩效考核制度的模式 2.5中小型企业绩效考核总体分析 3 中小企业在绩效考核中常见的误差 3.1绩效考核中考核指标体系中的误差·············································· 3.1.2 考核的标准设计不合理······················································ 3.1.3考核的角度单一··································································· 3.1.4考核的内容不完整······························································· 3.2 绩效考核中考核认识导致的误差··················································· 3.2.1把绩效考核等同于绩效管理·············································· 3.2.2对绩效考核的目的认识不够·············································· 3.2.3错误的认为考核是人力资源部的事································· 3.3绩效考核中考核者存在的误差················································· 3.3.1晕轮效应············································································· 3.3.2偏松偏紧倾向······································································ 3.3.3居中趋势·············································································· 3.3.4推理错误·············································································· 3.3.5近因效应·············································································· 3.3.6对比效应············································································· 3.4绩效考核中结果利用的误差····················································· 3.4.1考核结果难以有效的与员工的晋升、薪酬挂钩··