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供电企业往往利用年度强制分级法,加大对所属单位、部门及员工的考核力度,利用绩效与薪酬联动,打破过去“大锅饭”薪金现象,但在实施过程中,由于强制分级法与应用环境存在着诸多不匹配,容易陷入极左到极右的教条模式,挫伤员工积极性,失去绩效激励的初衷。供电企业为打破原有国企管理的模式,将绩效考核作为企业提升管
Power companies tend to use the annual compulsory grading method to increase their assessment of the units, departments and employees, the use of performance and remuneration linkage, breaking the past “big pot” salary phenomenon, but in the implementation process, the mandatory grading method and application Environment there are many mismatches, easy to fall into extreme left-right dogma mode, dampen employee enthusiasm, the original intention of losing performance incentives. Power supply enterprises to break the original mode of state-owned enterprise management, performance appraisal as a business to enhance management