企业绩效管理存在的问题与对策管理（The problems and Countermeasures management of enterprise performance management）.docVIP

企业绩效管理存在的问题与对策管理（The problems and Countermeasures management of enterprise performance management） Abstract: performance management is the center of enterprise human resource management. Based on the analysis of the problems existing in enterprise performance management, this paper discusses how to build an effective performance management system. Key words: human resources; performance management; integrity system Effective performance management can promote the orderly operation of the internal management mechanism of the enterprise management objectives, help to improve the competitiveness of enterprises, so it should be importance from the strategic height of enterprise development to understand the performance management. How to correctly understand and practice performance management and enhance the ability of scientific development of enterprises has become an important content of enterprise management. I. significance of enterprise performance management 1, performance management can effectively promote the implementation of enterprise strategic objectives. Performance management is a continuous cycle of the process of achieving enterprise development goals by combining employees personal goals and enterprise goals and improving employee performance. It is an important carrier for enterprises to implement strategic management. 2, performance management can improve the management level of managers at all levels. Performance management is the process of continuous communication between managers and managers. It can help managers to guide, train and motivate employees, and constantly improve their management level. 3, performance management can fully tap the potential of employees. Through performance management, to find problems in work, to avoid weaknesses, to enhance staff work ability, to promote continuous progress of staff. Two, the main problems of enterprise performance management 1, the lack of complete performance management thinking. Not established