摘要
本文从适应变革的人的心理行为的角度,介绍了绩效的基本概念、管理绩效的必要性、绩效管理的基本程序及其应注意的问题。本文认为,有效的绩效管理的核心包括绩效计划、管理绩效、绩效考核和奖励绩效四个环节的循环过程;它是全体员工参与的自下而上的过程;绩效管理的沟通包括沟通组织的价值、使命和战略目标、对员工的期望结果和评价标准以及如何达到该结果、组织的信息和资源,强调员工之间相互支持和鼓励;绩效管理是一个强调发展的过程,目标之一是建立学习型组织,最终目标是建立企业的绩效文化,形成具有激励作用的工作氛围。
From the perspective of psychology and behavior adapting tochange, we introduce the definition of performance, necessity of managingperformance, main procedure of performance, and the issues to be paidattention to. We think that effective performance management is acirculating process that includes four steps: performance planning,managing performance, performance appraisal, and rewardingperformance; it is an from-top-to-bottom process with all subordinatesinvolved; Things to be communicated in performance managementincludes organizational value, mission and strategic aim, expectations ofsubordinates and assessment criteria and how to get the results,information and resources of organization, stressing employeessupporting and participating; it is also one process emphasizingdevelopment, one of its targets is to form learning organization, and buildthe performance culture and inspiring atmosphere of the organization inthe end.
出处
《南开管理评论》
CSSCI
2002年第3期15-19,共5页
Nankai Business Review
基金
国家自然科学基金委管理科学部重点项目的资助
项目资助号:79930300。
关键词
绩效管理
基本问题
企业
Performance
Performance Management
Definition
Communication
Culture
