当下,越来越多的企业开始关注自身绩效管理体系的导入和搭建。从具体的实施效果看,在某些企业,绩效管理对于牵引员工工作行为的改变、营造新的组织氛围,最终推动组织目标的实现发挥了十分重要的作用。但另一方面,绩效管理实施的深度和有效性也会因企业的不同类型、不同发展阶段、不同管理文化而产生很大差异。企业对绩效管理理念的认同、绩效管理能力的建设、操作程序技法的掌握也同样存在较大的改善空间。 At present, more and more enterprises begin to pay attention to the introduction and construction of their own performance management system. In terms of specific implementation results, in some enterprises, performance management plays an important role in changing the working behaviors of traumatic employees, creating a new organizational climate and ultimately promoting the realization of organizational goals. On the other hand, the depth and effectiveness of performance management will vary greatly depending on different types of enterprises, different stages of development and different management cultures. Enterprises recognize the concept of performance management, performance management capabilities, operating procedures and techniques to master the same there is also much room for improvement.