企业目标管理与绩效考核实战演练班（Enterprise target management and performance appraisal practical exercise class）.docVIP

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企业目标管理与绩效考核实战演练班（Enterprise target management and performance appraisal practical exercise class）.doc

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企业目标管理与绩效考核实战演练班（Enterprise target management and performance appraisal practical exercise class）

企业目标管理与绩效考核实战演练班（Enterprise target management and performance appraisal practical exercise class） Enterprise target management and performance appraisal practical exercise class Welcome to call 400-033-4033 [time] place in Shanghai on May 2012 18-19, May 2012 25-26, Shenzhen | | June 2012 08-09, Beijing [general manager, deputy general manager, human resources manager, Department Manager, etc [cost] RMB 2800 yuan / person (lecturing fee, material fee and registration fee, lunch, etc.) Foreword: Why cant we effectively implement our strategic objectives? Why does the direction of some departments always deviate from the companys ideas, and does not seem to be in line with the companys overall management ideas and objectives? Why are some employees so low in morale and slow in efficiency that you need to kick a leg? he stepped forward without any sense of urgency and lack of sense of responsibility Why employees do not work, you worry, he is not anxious? How can we let him walk on his own initiative? Why do some people work without plan, do temporary work, and work without long-term goals? Why always busy, but fire management? Act as a fireman every day? Why does each department consider only the interests of the Department, and when there is a problem, they shuffle and blame each other? ........... The fundamental problem is that the performance management mechanism has a problem, in particular, the enterprise does not import performance management mechanism, or although there is import, but there is no good method! Along with the deepening of the concept of human resource management, performance management plays more and more attention by all kinds of enterprises, however, another indisputable fact tells us that in the realistic practice of enterprise management, implementation of performance management, as well as the current situation and the effect is not ideal, many enterprises are not satisfied on their own performance management system, they often backfire, ev