摘要
文以某企业实施“员工绩效考核制度”为个案 ,认为实现考核结果与薪酬挂钩 ,很大程度调动了部门的工作积极性 ,但在实际执行过程中 ,仍然存在公司战略目标不明确、对考核的目的理解不够全面、对研发等部门考核缺乏科学性等问题 ,使得目前考核结果的效用有限 ,考核容易流于形式。鉴此 。
In this paper,the author conducts a special research on an aluminium tube production enterprise that has been carrying out a“staff performance appraisal scheme”in its all departments.This scheme directly connected the appraisal results with its staff salaries has motivated the staffs'performance.However,there exist some problems such as uncertainty of strategic objective perforamcne evaluation objective.To deal with the above problems.the author puts forwards some countermeasures.
出处
《广东广播电视大学学报》
2004年第2期82-84,共3页
Journal of Guangdong Radio & Television University
关键词
人力资源
绩效考核
目标管理
human resources
performance appraisal
objective management
