KPI与OKR绩效管理方法的比较分析  

Comparative Analysis of KPI and OKR Performance Management Methods

作　　者：梁菁菁 

机构地区：[1]西安理工大学经济与管理学院,陕西 西安

出　　处：《现代管理》2023年第9期1137-1142,共6页Modern Management

摘　　要：KPI与OKR作为时下常见的绩效管理方法,在企业人力资源管理中发挥着重要作用。本文在对KPI与OKR两种绩效管理方法的概念、优缺点和相同点论证的基础上,通过对两者系统性差异的比较分析,发现了KPI与OKR在激励模式、目标导向、管理方式和公开程度四个方面存在较大差异。此外,进一步分析了两种方法在企业中的不同适用情景。基于此,有利于企业更加明确地选择适合本企业的绩效考核体系。KPI and OKR, as common performance management methods nowadays, play an important role in enterprise human resource management. Based on the argumentation of the concepts, advantages, disadvantages and similarities of the two performance management methods of KPI and OKR, this paper, through the comparative analysis of the systematic differences of the two methods, finds out that there are big differences between KPI and OKR in four aspects: incentive mode, goal orientation, management style and degree of openness. In addition, the different application scenarios of the two methods in enterprises are further analyzed. Based on this, it is beneficial for enterprises to more clearly choose the performance appraisal system suitable for their enterprises.

关 键 词：KPI OKR 人力资源管理 绩效管理方法 

分 类 号：F27[经济管理—企业管理]