目 录
内容摘要····························································1
一、绩效管理的发展及理论·············································2
（一）绩效管理的出现和发展···········································2
（二）绩效管理概述···················································2
二、绩效管理的实施···················································3
（一）绩效计划·······················································3
（二）绩效沟通·······················································3
（三）绩效考核·······················································4
三、绩效管理的流程设计···············································4
（一）设定绩效管理的目标·············································4
（二）持续不断的沟通过程·············································6
（三）记录员工的绩效表现·············································7
（四）绩效考核·······················································7
（五）绩效的诊断和提高···············································7
四、国企绩效管理存在的问题···········································7
(一)不具备实施的前提条件·············································7
(二)把绩效考核当作绩效管理···········································7
(三)谁考核?考核谁?考核什么? ·········································8
(四)企业经营者认识误区···············································9
(五)盲目照搬，不符合国有企业实际·····································9
(六)人力资源部门自身的问题···········································9
五、解决问题的对策···················································9
(一)不急于求成·····················································10（二）做好基础工作··················································10
(三) 建立以绩效为导向的企业文化···································10
六，结论·····························································11
参考文献····························································12
内 容 摘 要
近年来，全球经济一体化的迅猛发展，对公司、员工都产生了深刻的影响。对一个公司来讲，公司的结构发生了根本性的变化，管理者拥有了更大的自主权，同时也承担了更重的责任和义务。同时，员工也可以有更多的发展机会，拥有更广阔的发展空间，他们可以不断地寻求更适宜的公司，以实现个人的价值。虽然公司可以对员工实行优胜劣汰，但忠实、富有责任感的员工无疑是公司的一笔巨大财富。公司可持续发展的一个核心问题是如何实现公司目标和员工个人发展的平衡。解决这一问题的关键就是要有一套完善有效的管理体制和管理方法。而绩效管理可以说正是我们要寻找的方法和手段根据绩效管理的基本思想。本文从绩效管理的发展理论出发，论述了绩效管理的实施，以及在实施过程中的判断标准，绩效的目标，绞效的反馈，绩效的评估，绩效的辅导，以及绩效的改进问题。总之，文章全面地讨论了现代管理方面的绩效管理的问题，能从各方面把握绩效管理的实质，充分吸收国内国外的优秀成果，并且提出个人见解，能够对绩效管理的研究有所助益。
关键词：绩效，目标，反馈
