绩效考核中的正向激励之伤（The positive incentive injury in performance appraisal）.docVIP

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绩效考核中的正向激励之伤（The positive incentive injury in performance appraisal）.doc

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绩效考核中的正向激励之伤（The positive incentive injury in performance appraisal）

绩效考核中的正向激励之伤（The positive incentive injury in performance appraisal） The positive incentive method of performance appraisal has been highly praised by managers and employees. In fact, positive incentive is a double-edged sword, has a strong guiding role, if the orientation deviation, will have a negative effect on employee performance performance and behavior, and even endanger the whole system of performance appraisal, the performance appraisal form. Positive incentives are also wrong? Manager Wang is the head of the Administration Department of a large state-owned enterprise. In 2005, the company carried out performance appraisal at three levels, namely, enterprises, departments and employees. According to the assessment system, the staff monthly performance evaluation accounted for 80%, and the annual comprehensive evaluation accounted for 20%. Wang manager in the assessment process, the implementation of the principle of positive incentives, the Departments monthly assessment scores take bonus points, that is, the basic score of employees is 100 points, on this basis, plus points. Therefore, Wangs Department staff scores are above 100. This is a mathematical game, Wang explained. In fact, it doesnt add up. Xiao Li is a member of the administration department. In 2005 1-11, Xiao Lis monthly evaluation scored 100 points. By the year December, Xiao Li scored 100 points, but other colleagues were 100 or more. Xiao Li was the last in the department. The human resources department, suggestions for Mike elimination. Xiao Li received the evaluation results of the use of recommendations, appeals to the companys performance appraisal committee: a monthly assessment is carried out by the end of the year, what became out of the object; two is if the problems in daily work, why not point out the problem, let me improve 100 examination results so that I can not objectively. The evaluation of their work performance. The performance appraisal committee accepted the complaint, b