【作者】 吴宁；

【导师】 戴良铁；

【作者基本信息】 暨南大学 ， 工商管理（MBA）， 2001， 硕士

【摘要】 绩效评估制度是人力资源管理中不可或缺的一个重要环节，它是企业人事变动、薪金调整、职务调动和培训发展等人事决策的主要依据。作为一种反馈机制，它为企业创造了员工之间沟通和交流的机会。本文提供M公司的工作绩效评估制度及其实际操作情况的案例，并沿着绩效评估四个基本步骤的思路，对案例中绩效评估的内容和方法以及实施过程等进行了详细的分析，通过分析找出问题所在，并提出解决的方案。 每个企业都应该根据企业自身要求以及企业的资源和实况而制定绩效评估制度，其中考核的目的和作用、内容和方法的确定，以及考核结果面谈是关键部分，不可在绩效评估中被忽略掉。本文重点介绍了各种考核方法，并分析其优缺点，企业可根据自身的条件和状况选用最合适的方法。更多还原

【Abstract】 Performance Appraisal (PA) is one of the most important parts of Human Resources Management. It is the gist of an enterprise抯 decisions on staff transfer, salary adjustment, position change, training and development, etc. As a feedback system, it creates communication and intercourse opportunities to the staff. This thesis provides the readers a Performance Appraisal System and its implementation status as a case study, then analyzes the content and method of Performance Appraisal in the sequence of the four steps of performing PA. Problem was found and solved through analysis. Every enterprise should set up its Performance Appraisal System in line with its own resources and requirement. The key parts of the system include the objective, content and method of PA, and communication of perfonnance results, which cannot be ignored in the PA process. This thesis put emphasis on introducing various kinds of PA methods and analyzing each method抯 advantages and disadvantages. An enterprise can choose the most suitable method according to its own needs.更多还原