CAJ | 학술논문

绩效考核是管理者衡量企业在一个时期内,企业的运行状况、员工的工作表现等一系列指标的手段。它对于企业的发展作用已经被社会认可,但是很多企业在运用绩效考核时还存在很多的问题,其中一个重要的原因就是考核者与被考核者之间缺乏有效的沟通,导致考核结果的真实性下降,甚至有一些管理者只是例行公事,对于考核结果只是简单分析后存档或者把结果交给员工,然而员工与管理者缺乏沟通,使绩效考核的作用打了折扣。本文通过分析沟通在考核中的作用,以及绩效考核与有效沟通之间动态的联系,提出相应的问题和解决对策,提高绩效考核的有效性。
적효고핵시관리자형량기업재일개시기내,기업적운행상황、원공적공작표현등일계렬지표적수단。타대우기업적발전작용이경피사회인가,단시흔다기업재운용적효고핵시환존재흔다적문제,기중일개중요적원인취시고핵자여피고핵자지간결핍유효적구통,도치고핵결과적진실성하강,심지유일사관리자지시례행공사,대우고핵결과지시간단분석후존당혹자파결과교급원공,연이원공여관리자결핍구통,사적효고핵적작용타료절구。본문통과분석구통재고핵중적작용,이급적효고핵여유효구통지간동태적련계,제출상응적문제화해결대책,제고적효고핵적유효성。
the operation status of enterprises,employee＇s performance and so on were measured by Enterprise performance evaluation.It＇s function for enterprise＇s development has been acceptance by social,but there still have many problems,one Key reason is the lack of effective communication between managers and employees.So the conclusion of performance evaluation often doesn＇t accord with the fact,even some managers＇ work was just a routine,just saved the files or gave it to staff without guidance.Because of lack of communication,made the performance evaluation function discount.This paper through analyzing the function of communication,and the dynamic contact between Enterprise performance evaluation and effective communication,put forward problems and corresponding countermeasures,to improve the effectiveness of performance appraisal.