基于行为事件访谈法对国有林业企业绩效管理的研究——以福建省J公司为例

Research on Performance Management of J State-owned Forestry Enterprises Based on Behavioral Event Interview——Take Fujian J Company as on Example

针对我国林业企业绩效管理中企业缺乏规范化定量化的员工绩效考评体系,绝大部分企业沿用传统的、以经验判断为主体的绩效评估手段等问题严重制约着林业企业效益的增长,很多林业企业人力资源管理人员素质偏低、人才队伍结构不合理的现状,提出了林业企业必须采取相应对策,树立以人为本的理念,通过提高绩效管理水平建立起有效的人力资源开发机制,培养高素质的人才队伍的对策。

In view of the enterprise lack of employee performance appraisal system of standardized quantification of our country forestry enterprise performance management, most of the companies follow the traditional, empirical judgment as the main means of performance evaluation, it severely restricts the growth of the forestry enterprise efficiency. In view of the status of lots of forestry enterprise human resources management personnel quality is low and talent structure is not reasonable, this paper proposed forestry enterprises must take appropriate countermeasures, such as establish a people-centered concept, establish mechanisms for effective human resource development by increasing the level of performance management, cultivate the high quality talent team.