绩效管理的问题及解决之道（The problems and solutions of performance management）.docVIP

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绩效管理的问题及解决之道（The problems and solutions of performance management）.doc

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绩效管理的问题及解决之道（The problems and solutions of performance management）

绩效管理的问题及解决之道（The problems and solutions of performance management） On the implementation of scientific human resources performance management has become the enterprise human resources management is an important means and development tool, has become an important way for enterprises to make full use of resources, cultivating core competitiveness, competitive advantage, play a significant supporting role for enterprises to realize the sustainable development of the system. However, in the concrete practice of human resource performance management in enterprises, there are various problems, which seriously hinder and weaken the role of human resource performance management. According to the survey, 30 to 50% of employees believe that the so-called formal performance appraisal is invalid. Tracing to the source is often due to problems arising from the design and implementation of human resource performance management. Specifically, in the process of human resource performance management, enterprises are prone to 10 typical problems. Non scientific nature of performance appraisal system design Non scientific performance appraisal system is designed mainly for assessment purposes is not clear, sometimes even for examination and assessment, evaluation and assessment by the enterprise has failed to fully understand the performance appraisal is only a means of management itself is not the purpose of management. At the same time, non scientific performance appraisal system is also reflected in the evaluation principle of confusion and contradiction, the assessment content, project setting and weight settings etc. showed no correlation with random prominent, often only the chief executive will and personal likes and dislikes, and lack of seriousness of the performance appraisal system, any changes, it is difficult to guarantee the continuity and consistency of on the policy. Fuzzy benchmark of performance appraisal At present, most enterprise performance evaluation standards a