解析绩效管理的五大困惑（Analysis of the five puzzles of performance management）.docVIP

解析绩效管理的五大困惑（Analysis of the five puzzles of performance management） The introduction of Chinese only ten years of performance management, but its theory and methods have attracted extensive attention and recognition of enterprise managers, and has become to promote the refinement of enterprise management and distribution “ eat ” a prescription for the problem. Because of the differences in national conditions, regional, cultural and other factors, the problems and problems encountered by enterprises are not the same. The author in the practice of performance management, performance management has encountered many puzzles in this excerpt a few to do the analysis and deal with inappropriate, please the experts and readers. One of the confusion: enterprises are the implementation of organizational performance management, and then implement post performance management, or in advance and at the same time? According to the management hierarchy of enterprises, performance management can be divided into two types: organizational performance management and job performance management. Organizational performance is a comprehensive reflection of job performance, and job performance is the basis and guarantee of organizational performance. Therefore, no matter what type of performance management, it is very important for an enterprise. How should we promote organizational performance management and job performance management? The author suggests to operate according to the following train of thought: Small enterprises, because the organizational structure is simple, there are not many departments, fewer posts and personnel, and the overall implementation of performance management is relatively small. Therefore, we can not do organizational performance management, and direct implementation of job performance management. The person in charge of enterprises (principal) job performance evaluation standard is regarded as the performance management program of the Department; job perfo