员工绩效管理体系优化研究  

Study on The Optimization of Staff Performance Management System

作　　者：张健 ZHANG Jian(Baicheng Infectious Disease Hospital,Baicheng,Jilin Province,137000 China)

机构地区：[1]吉林省白城市传染病医院,吉林白城137000

出　　处：《科技创新导报》2022年第26期257-260,共4页Science and Technology Innovation Herald

摘　　要：经济主体运营发展与绩效管理有着紧密的联系,应该给予高度重视。通过在运营发展主体中建立一个科学合理的绩效考核管理方法,可以对员工的表现做出全面的衡量,员工之间的公平性得以实现。这样在整个经营主体中有助于建立一个良好的工作氛围并提高经济效益,因此需要经营主体采用相应的绩效管理手段才能实现的目标。然而当下在很多运营主体中,使用绩效管理的方法还不是非常的科学,存在一定的片面性,对于每个员工的具体表现、工作性质以及工作的成效进行绩效考核时,还比较片面,这就没有发挥出绩效考核的真正作用,相反会阻碍经营主体的进步与发展,降低员工的积极性。There is a close relationship between the development of economic agents’operation and performance management,which should be given great attention.By establishing a scientific and reasonable performance appraisal management method in the main body of Operation Development,the performance of employees can be comprehensively measured,and the fairness among employees can be realized.In this way,it is helpful to establish a good working atmosphere and improve economic benefits in the whole management body.Therefore,it needs the management body to use the corresponding performance management means to achieve the goal.However,at present,in many operating entities,the use of performance management methods is not very scientific,there is a certain one-sidedness,for each employee’s specific performance,job nature and work performance appraisal,also relatively one-sided,this did not play the real role of performance appraisal,on the contrary,will hinder the progress and development of the main business,reduce the enthusiasm of employees.

关 键 词：员工绩效 绩效管理 员工薪酬体系 主体运营 

分 类 号：G311[文化科学]