浅谈百盛百货员工绩效管理存在的问题及对策.docx

摘要21世纪管理学的核心无疑是人力资源管理，而企业人力资源管理的核心组成部分是绩效管理，是传递企业战略目标的有效载体。现今，许多企业还没有充分认识到绩效管理的作用，也还没有建立完善的、科学的绩效管理系统体系。员工是组成企业的基本因素之一，随着经济全球化和信息技术化时代的到来，世界各国企业都面临着越来越激励的国内或国际市场竞争，在激励的市场竞争中，人们逐渐认识到企业的竞争优势与“人”的因素联系越来越紧密。企业在人力资源管理中，从最初的强大人员队伍向企业员工的绩效管理转变，因此在企业中实施高效的绩效管理，一方面能激发员工的工作潜能，提升员工业绩并实现企业目标，另一方面能更好地为企业带来人才和留住人才。组织对员工实际工作情况进行分析，让员工充分认识到自己的优缺点，找到可以提高自己的发展方向，并提高员工的工作能力。然而在实际操作过程中，因为管理者的认识局限，管理不到位，造成了许多问题，对企业造成不利影响。本文从绩效管理的意义和重要性以及员工绩效管理现状入手，对百盛百货员工绩效管理中存在的问题以及对策进行分析。关键字：人力资源管理 企业员工 绩效管理 存在问题 对策AbstractIn the 21st century, the core of management is human resource management, and enterprise human resources management is the core part of performance management, is an effective carrier to transfer enterprise strategic target. Nowadays, many enterprises have not fully realized the role of performance management, also has not established, scientific system of performance management system. Is one of the basic factors of enterprise employees, with the advent of the era of economic globalization and information technology, enterprises around the world are faced with more and encourage domestic or international market competition, in the incentive market competition, people gradually realize the enterprises competitive advantage to factors of people is more and more closely. Enterprises in human resources management, from the initial strong staff to enterprise employee performance management, therefore, in the enterprise implementation of performance management, on the one hand, can stimulate the potential of employees, improve employee performance and realize the goal of enterprise, on the other hand can better bring talents and retaining talents for enterprises. Organization to analyze the employees actual work, let staff fully recognizing your strengths and weaknesses, find can improve their own development direction, and improve the staffs working ability. In the process of actual operation, however, because of the limit of managers and management does not reach the designated pos