CAJ | 학술논문

《北京市“十二五”时期职工发展规划》指出，衡量职工权益发展状况的稽标主要包括就业权、收入权、安全权、保障权、参与权和职业发展权等六项基本权益。现代企业管理更加注重“以人为本”的管理模式，管理的重点日趋体现在维护职工的自身权益上。管理者应从战略高度构建基于职工发展的绩效管理体系，从绩效管理战略、绩效管理机制、绩效管理流程和绩效管理实施等方面，最大限度地激发人才潜能，推动组织变革与创新，最终实现组织的持续发展。
《북경시“십이오”시기직공발전규화》지출，형량직공권익발전상황적계표주요포괄취업권、수입권、안전권、보장권、삼여권화직업발전권등륙항기본권익。현대기업관리경가주중“이인위본”적관리모식，관리적중점일추체현재유호직공적자신권익상。관리자응종전략고도구건기우직공발전적적효관리체계，종적효관리전략、적효관리궤제、적효관리류정화적효관리실시등방면，최대한도지격발인재잠능，추동조직변혁여창신，최종실현조직적지속발전。
In October 2011, approved by Beijing Municipal Government, Beijing Federation of Trade Unions prepared "Beijing Plan of staff development planning "(hereinafter referred to as the" Plan ") was formally promulgated. The plan pointed out that staffdevelopment includes six basic fights of employment, income rights, the right to security, protection of rights, the right to participate, and career development such as the right. The modem enterprise management should pay more attention to "people-oriented" manage- ment model, the management focus is increasingly reflected safeguarding their own rights and interests. Based on staff development, managers should build a strategic height and maximize their talent potential in terms of performance management strategies, performance management mechanisms, performance man- agement process and performance management implementation, organizational change and innovation, and ultimately the organization sustainable development.