摘要:绩效管理是企业成功的第一要素——这一观点得到越来越多管理者的认可。但通过绩效管理达到预期目的的企业却很少,尤其在绩效考核这一环节,负责考核的“法官”们常常受到主观因素的制约,判出“冤假错案”,非但起不到激励作用,反而引起员工的不满,工作积极性下降,对组织的忠诚度降低。本文针对这一问题提出解决方案——建立绩效举证体系,具有较强的实践意义。
Abstract: The achievements management is first essential factor - this viewpoint which the enterprise succeeds obtains the more and more many superintendents'' approval. But through the achievements management achieved the anticipated goal the enterprise very are actually few, inspects this link especially in the achievements, is responsible to inspect "judge" to receive the subjective factor frequently the restriction, sentences "the miscarriages of justice", not only to the drive function, instead does not cause staff''s disaffection, the work enthusiasm drops, reduces to organization''s loyalty. This article in view of this question proposed the solution - establishment achievements present evidence the system, has the strong practice significance.
关键词:绩效举证、全员参与、能力素质模型
Key word: The achievements present evidence, the whole staff participate in, the ability quality model
绩效管理是企业成功的第一要素——这一观点得到越来越多管理者的认可。现代企业的绩效管理是以企业的战略目标为导向,通过促进员工能力和组织整体绩效的提升,增强组织竞争力。但遗憾的是,通过绩效管理达到预期目的的企业却很少,尤其在绩效考核这一环节,负责考核的“法官”们常常受到人情、面子、情感及心理等因素的制约,判出“冤假错案”,非但起不到激励作用,反而引起员工的不满,工作积极性下降,对组织的忠诚度降低。
我们需要绩效管理——这一点毋庸置疑,关键在于如何保证其公平与公正!建立一套完善的绩效举证体系可以解决这一难题。
所谓绩效举证,就是在绩效考核时要求考核者针对每一个绩效指标的评价都要提供切实的证据——即体现被考核者平时工作表现和业绩的数据或事实,使考核者避免受到晕轮效应、近因效应、偏见效应、感情效应等主观因素的影响,作出公平、公正的评价。值得强调的是,绩效举证必须以人本管理思想为指导,注重员工能力的提高和潜能的开发,倡导参与管理,促进企业与员工的共同发展。