文档介绍：摘要
随着经济全球化进程的加快以及市场竞争的加剧,知识经济的崛起和信息技术的迅猛发展,人力资源对企业兴衰的决定性作用日益突出显现出来,将个人与组织的目标尽量统一,将员工个人能力的提升转化为组织整体业绩的提升一直是困扰不少组织的难题。
本文从绩效管理理论在中小企业中的应用出发,重点研究了中小企业绩效管理存在的问题,并分析了造成问题的原因,结合我国中小企业绩效管理现状,对其提出相应的对策,为中小企业在绩效管理的应用奠定基础。人力资源在现代竞争中的关键地位己被社会大众,特别是广大管理者所认识,但面对纷繁复杂的“人”的问题,如何激发“人”的积极性和创造性,作为人力资源工作重要一环的绩效管理日益受到企业的重视。因此,正确认识绩效管理,根据企业实际,重新审视原有的绩效管理体系,建立新型的符合本企业发展状况的绩效管理体系具有十分重要的理论和现实意义。
关键词:中小企业;绩效管理;绩效;计分卡;企业文化
Abstract
As the development of economic globalization and petition intensifies, the rise of knowledge economy and the rapid development of information technology and human resources to the enterprise the rise and fall of the decisive appeared increasingly prominent role, the individual and the objectives of anization unity as far as possible, personal ability of employee ascension into the ascension of the anization performance has been a major problem of anizations.
This paper, from the performance management theory in the small and medium-sized enterprises in the application perspective, focus on the small and medium enterprise performance management and existing problems, and analyzed the cause the cause of the problem, with China's small and medium-sized enterprise performance management present situation, the puts forward some countermeasures for small and medium-sized enterprises in the application of performance management lay the foundation. Human resources in petition in key position, has to be public, especially the managers know, but faced with plexity of the"people", how to stimulate "people" the enthusiasm and creativity, human resources work as an important part of the performance management is being enterprise value. Therefore, the correct understanding performance management, the enterprise according to the actual, review the original performance management system, establishing the new accord with the enterprise development status of the performance management system is of great theoretical and practical significance.
Key words:Small and medium-size