360度绩效考核在企业中实施的问题探析.docVIP

这是你前后俩次的摘要 360度绩效考核在企业中实施的问题探析 摘 要 管理大师彼得·德鲁克说：“企业只有一项真正的资源--人，管理就是充分开发人力资源以做好工作。”360度绩效考核体系打破了传统的对企业员工绩效考核制度，实现了更精确、更公平的绩效考核，增加了员工的自我发展意识，增强了员工的归属感和团队精神，激发并且调动了员工的积极性。所以，360度绩效考核方法是近年来广受国内外企业界高度关注的个人能力和企业绩效评价方法，但是由于种种原因导致许多企业在使用360度绩效考核时取得的效果并不太理想。本文主要分析了企业在实施360度绩效考核时存在的主要问题，正确分析其产生的原因，并尝试给出一些克服这些问题的具体措施，从而达到有效使用360度绩效考核的目的。 关键词：360度绩效考核 存在的问题 解决措施 Abstract Super manager Peter F．Drucker once proposed: “the real property of an enterprise is its human resource and what management means is to fully explore its potential”. 360 performance evaluation system breaks the traditional ones which makes it more accurate and equal in assessing. This system improves employees’ awareness of personal development, enhances their sense of belonging and teamwork and at the same time activates their passion. Now ,360 system is very popular, both domestic and international, for its way of evaluating individual ability and firm performance, but because of some reasons, its application efficiency in many companies is not satisfying. This paper annalize the problems which appear when companies are applying this system and their causes. In the end , the author reaches some specific suggestions so that to achieve the aim of this system successfully and smoothly. Key words: 360 evaluation system, the existing problems, solutions 摘 要 360度绩效考核方法是近年来广受国内外企业界高度关注的个人能力和企业绩效评价方法，但是由于种种原因导致许多企业在使用360度绩效考核时取得的效果并不太理想。本文主要分析了企业在实施360度绩效考核时存在着考核目标不明确、得不到组织成员的持续支持、信息反馈处理不当等主要问题，及其产生的主要原因有企业自身定位不准确、准备工作不足、企业并没有真正理解该方法的核心理念等，最后，尝试给出了一些克服这些问题的具体措施，包括充分做好前期准备工作、实施过程中需要因地制宜灵活应用、严格完成考核信息反馈等，为企业使用360度绩效考核提供一些指导性意见。 关键词：360度绩效考核 存在的问题 对策分析 360 system is very popular, both domestic and international, for its way of evaluating individual ability and firm performance, but because of some reasons, its application efficiency in many companies is not satisfying now. This paper analyzes the problems which mainly includes ambiguous objective, negative attitude and mishandling of feedback