目录中文摘要....................................................................................................-2-前言...........................................................................................................-4-1南京机电中心绩效管理概况...................................................................-5-1.1.绩效考核方法介绍................................................................................-5-1.2机电中心概况........................................................................................-5-1.3绩效考核现状........................................................................................-5-2南京机电中心绩效考核的调查及问题分析.............................................-8-2.1调查数据................................................................................................-8-2.2绩效考核的问题分析.............................................................................-9-3改善南京机电中心绩效考核效果的相关建议.......................................-12-3.1建立科学的绩效考核制度...................................................................-12-3.2加强公司员工的绩效考核的培训.......................................................-13-3.3考核过程中要重视与员工的沟通.......................................................-13-4结论......................................................................................................-15-参考文献..................................................................................................-16-附录.........................................................................................................-17-中文摘要绩效考核是一种全程掌控，对于企业和员工都是一种反映他们进步退步与否的重要标志。合适的绩效考核方法的运用对企业管理有举足轻重的作用，它不仅是提高企业的管理水平和提升企业发展潜力的需要，更在贯彻企业战略、提升员工绩效和提高企业竞争力方面具有不可替代的作用。本文以南京地铁机电中心为例，从绩效考核方法的运用及效用评估入手，分析了在KPI法使用中的不足，包括缺少沟通，员工缺少动力，绩效考核定位模糊等，并针对问题提出了建立科学考核制度，加强员工培训，加强双方沟通等建议，对机电中心的绩效考核方法进行改进，从而促进企业更好的发展。关键词：绩效考核；管理；效应评估AbstractPerformanceappraisalisaprocesscontrol,isanimportantsymboltoreflecttheirprogressorregressforenterprisesandemployees.Theuseofappropriateperformanceappraisalmethodshaveanimportantroleinenterprisemanagement,itisnotonlytoimprovethemanagementlevelofenterprisesandtheneedtoenhancetheirdevelopmentpotential,hasanirreplaceableroleintheimplementationofenterprisestrategy,improveemployeeperformanceandimprovethecompetitivenessofenterprises.ThispapertakesNanjingMetroCenterasanexample,startingfromtheuseofperformanceappraisalmethodsandeffectivenessevaluation,analyzestheshortcomingsintheKPImethodinuse,includingthelackofcommunication,lackofstaffmotivation,performanceappraisal,fuzzypositioning,andproposestheestablishmentofascientificevaluationsystem,strengthenstafftraining,strengthenthecommunicationbetweenthetwosidesSuchsuggestions,improvetheperformanceappraisalmethodofelectromechanicalcenter,soastopromotethebetterdevelopmentofenterprises.Keywords:Performanceappraisal;management;Effectevaluation前言绩效考核是当今企业管理中必不可少的存在。绩效考核其实是过程管理，而不是仅仅对结果的考核。它的目的并不仅仅是进行利益分配，而是促进企业与员工的共同...
