中国民企绩效管理的变革之路(国外英语资料).doc

中国民企绩效管理的变革之路 A few days ago wrote about the universal China private enterprises performance management of pain, part of the enthusiastic readers call, to convey the message to further exchange and Discussion on the performance management idea, readers should, special writing this article Chinas private enterprises performance management revolution road, for all to see! First, the idea of the boss determines the effectiveness of performance management As the direction of the development of private enterprises have a boss to do performance management in the enterprise must establish a correct concept of the following two: the boss pay more attention to the human resources department fundamentally determines the effectiveness of performance management; all functions will also create efficient team expectations on performance management and HR department is also unrealistic. The companys performance management is basically linked with performance pay, and for most employees, performance management usually means pressure, so it is in itself a conflict. Therefore, the performance management has no high-level attention, middle level support, low level understanding is unable to carry on, but the key must solve the high-level consciousness and the perseverance question. On the other hand, the boss wants to change the idea that the team is inefficient and its the management ability of the human resources department. Admittedly, team efficiency is low, labor department has not shirk the responsibility, is perhaps the salary system is not reasonable, perhaps the appraisal system is not perfect, perhaps the management system is not applicable, but the deeper reason maybe is not so simple, the boss should reflect on the human resources department based on the examination of the company: vision and employee goals have combined? Is the management method scientific and reasonable? Does the organizational structure meet the needs of the job? Can the product or service itself meet