人力资源绩效考核方法分析内容提要在经济的全球化和信息时代市场的激烈竞争中，为了更好的生存和发展，许多商业组织都在探索提高生产力和改善绩效的有效途径，其中组织结构调整、组织裁员、组织扁平化、组织分散化成为当代组织变革的主流趋势。但是，实践证明:尽管上述的组织结构调整措施能够减少成本(因此提高生产力)，它们并不一定能改善绩效，不论是在哪一水平(组织、团队、个人)评价绩效和如何界定绩效，它们只是提供了一个改善绩效的机会，真正能促使组织绩效提高的是组织成员行为的改变。在这一背景下，研究者拓展了绩效的内涵，并在总结绩效评价不足的基础上，于二十世纪七十年代后期提出了“绩效管理”的概念。八十年代后半期和九十年代早期，随着人们对人力资源管理理论和实践研究的重视，绩效管理的涵义逐渐得到认可和扩展。随着市场经济经济的飞速发展，市场经济体制的日益完善，企业之间从原本的一间房几个人建一厂的粗放模式逐渐细化，人力资源管理在企业正常运转过程中的地位越来越高，绩效考核是人力资源管理的重点之一，有效且科学的绩效考核方法对企业的发展有着关键性的作用，本文将对企业中常见的绩效考核的问题进行分析。关键词：人力资源；绩效；平衡计分卡AbstractIntensecompetitionintheeconomicglobalizationandtheinformationageinthemarket,inordertobettersurvivalanddevelopment,manybusinessorganizationsareeffectivewaystoincreaseproductivityandimprovetheperformanceintheexploration,theadjustmentoftheorganizationalstructure,organizationaldownsizing,flatorganization,organizationaldecentralizationhasbecomethemaintrendofcontemporaryorganizationalchange.However,practicehasprovedthat:Althoughtheorganizationstructuraladjustmentmeasuresabovecanreducethecost(andthusincreaseproductivity),theydonotnecessarilycanimproveperformance,whetheritisinwhatlevel(organization,team,individual)performanceevaluationandhowtodefinetheperformance,theyonlyprovideaperformanceimprovementopportunities,reallycanpromoteorganizationalperformanceimproveisthemembersoftheorganizationbehaviorchange.Inthiscontext,theresearchersdevelopedtheconnotationoftheperformanceevaluation,andtheperformanceonthebasisoftheproblem,inthelatenineteenseventiesputforwardtheconceptof"performancemanagement".Thelatterhalfoftheeighty'sandearlyninety's,alongwiththepeopletopaymoreattentiontothetheoryandpracticeofresearchonhumanresourcemanagement,performancemanagementhasbeenacknowledgedandextendedmeaning.Withtherapiddevelopmentofmarketeconomy,perfectingmarketeconomicsystem,enterprisesextensivemodefromtheoriginaloneroomafewpeopletobuildafactorygraduallythinning,humanresourcesmanagementintheenterpriseisbecomingmoreandmorehighduringnormaloperation,theperformanceappraisalisoneofthefocusesofthehumanresourcemanagement,akeytheeffectofthedevelopmentofperformanceevaluationmethodiseffectiveandscientificontheenterprise,theproblemofperformanceappraisalinthecommonenterpriseanalysis.Keywords:Humanresource;performance;BalancedScorecard目录一、绪论...........................................................................................................................................1二、绩效管理理论框架...................................................................................................................1（一）绩效理论.......................................................................................................................11、对绩效的理解.............................................................................................................12、绩效的主要含义......................................
