摘 要很多企业在发展的过程中都遇到过以下这些现象，比如说，重点培养的员工会辜负领导以及企业的信任，在培养过后，离开企业；企业中优秀以及有潜力的员工，会随着能力变强，跳槽到其他公司；而企业里最后留下来的往往是那些并不优秀的员工，这另企业百思不得其解。企业的人力资源部门也常常会因此而感叹，为什么优秀的人总是在企业中留不住，而不优秀的人却一直留在企业中，阻碍企业的进步。因此，在如今企业需要快速发展的时代里，如何能够奖励，激励以及吸引留住人才，对于企业来讲是一门很重要的学问，其关键因素就是要让企业做好企业人员的岗位分析，以及绩效考核的工作。本文以幸福快车汽车服务公司为例，研究其绩效考核现状，并给出改进建议。关 键 词: 效绩考核,存在问题,对策,现状Abstract1Many enterprises have encountered the following phenomena in the process of development. For example, key employees will fail to live up to the trust of leaders and enterprises and leave the enterprises after training. Outstanding and potential employees in the enterprise will change jobs to other companies as their abilities become stronger. However, it is often those employees who are not outstanding that remain in the enterprise, which is beyond the understanding of the enterprise. The human resources department of an enterprise often laments why excellent people can't stay in the enterprise, while poor people always stay in the enterprise, hindering the progress of the enterprise. Therefore, in today's era when enterprises need rapid development, how to reward, motivate and attract and retain talents is a very important knowledge for enterprises, and the key factor is to make enterprises do a good job in job analysis and performance evaluation of enterprise personnel. In this paper, taking Happy Express Auto Service Company as an example, the current situation of its performance evaluation is studied and suggestions for improvement are given....
