百川化工有限公司人力资源绩效管理研究分析讲解.docVIP

摘 要：绩效管理是一个完整的系统。绩效管理系统应该与组织的战略和目标相联系，有助于组织总体战略和目标的实现。绩效管理的主要目标是提高组织整体绩效。组织必须意识到绩效管理是一个系统，并不单纯地是为每年一次的评估和为来年制定目标，绩效管理系统能为组织完成许多任务：衡量绩效、帮助制定工资、提升等决定、帮助员工发展、培训、环境塑造、设备更新、选拔和评估等。绩效管理系统有以下几种观点。英国理查德·威廉姆斯在所著的“enformanee management”(1999)中把绩效管理系统分成四个部分：第一阶段：指导、计划。即为员工确定绩效目标和评价绩效的标准；第二阶段：管理、支持。即对员工的绩效进行监督和管理，提供反馈和支持，帮助他们排除阻碍绩效目标完成的障碍；第三阶段：考查、评估。即对员工的绩效进行考核和评估；第四阶段：发展、奖励，即针对考核结果，给员工进行相应的奖励、培训和安置。Schneier，Beatty和Baird (1986)认为绩效管理系统应该是一个完整的周期：包括衡量和标准；达成契约；规划；监督、帮助。 Performance Management is a complete system. Performance management system should be the strategy and objectives of organizations linked to the overall strategy and contribute to organizational goals. The main objective of performance management is to improve the overall performance of organizations. Organizations must be aware of performance management is a system, not simply for the annual assessment and setting goals for the coming year, performance management system for the organization of the completion of many tasks: to measure performance, assist in the development of wages, and so decided to upgrade to help staff development , training, environment shaping, equipment updating, selection and assessment. Performance management system has the following point of view. ? United Kingdom Richard Williams book enformanee management (1999) in the performance management system is divided into four parts: the first phase: a guide, plan. Employees shall determine the performance targets and evaluation of performance standards; the second phase: management, support. That is, the performance of staff supervision and management, providing feedback and support to help them remove the obstacles of the obstacles to the completion of performance targets; the third phase: test, evaluation. That is, the performance of the staff assessment and evaluation; the fourth stage: the development of incentives, that is, for the examination results to the appropriate staff incentives, training and placement. Schneier, Beatty and Baird (