我国企业绩效管理的十大误区述评  

On the Ten Errors of Enterprise Performance Management in China

作　　者：柯文进[1] 马士成[1] 

机构地区：[1]中国矿业大学管理学院,北京100083

出　　处：《改革与战略》2009年第7期183-186,共4页Reformation & Strategy

基　　金：广东自然科学基金资助项目(项目编号:06025548)

摘　　要：绩效管理是人力资源管理的一个重要环节,能够促进企业员工行为的调整与优化。近年来,我国企业运用各种先进的绩效管理工具,掀起了绩效管理的热潮。然而,由于各种因素的影响,我国企业的绩效管理存在若干误区,阻碍了我国企业绩效管理的有效实施。文章通过对这些误区的揭示和评述,为我国企业的绩效管理指明了切实可行的方向。消除这些误区的负面影响,从而有效地提高我国企业的绩效管理效率。Performance management is an important part of human resources management which may promote the adjustment and optimization of employees＇ behaviors. In recent years, enterprises in China use a variety of advanced performance management tools which set off a wave of performance management. However, there are a number of error methods in performance management due to various factors, which impedes the effective implement of performance management of enterprises in China. Through the analysis of these errors, it may point out the practical direction and slash the negative impaction of performance management, so as to effectively improving the performance management efficiency of enterprises in China.

关 键 词：绩效管理 人力资源管理 平衡记分卡 关键业绩指标 

分 类 号：F279.23[经济管理—企业管理]