国有企业人力资源绩效考核体系构建思路探讨

Discussion on the construction of human resources performance appraisal system in state-owned enterprises

在社会大变革、科技大发展背景下,生产力水平、企业经营目标完成情况都与人力资源开发有着很大关联。企业内部加大人才技能培训、道德素质培养都是为了储备更多优秀人才,以更好地顺应企业发展需求。多数企业内部人力资源都处于半开发、半利用状态,并没有最大化地挖掘人员潜能,体现人员价值,人力资源绩效管理是为了改善这一状况,通过绩效考核方式加大激励、惩罚力度,全面开发人才、挖掘人才潜能。然而企业实际构建人力资源绩效考核体系并非易事,或多或少都存在一定弊端。基于此,文章主要研究国有企业人力资源绩效考核管理的诸多问题,如缺乏有机统一系统、绩效考核重点把握不准、绩效考核不够科学、考核仅限于上级对下级、考核周期设置不严谨等,并对其问题存在原因展开分析,最后提出可行的人力资源绩效考核体系构建路径,以供参考。

Under the background of great social change and great development of science and technology,the level of productivity and the completion of enterprise management goals are closely related to human resource development.The purpose of increasing talent skill training and moral quality training within the enterprise is to reserve more outstanding talents in order to better meet the needs of enterprise development.Most of the internal human resources of enterprises are in a state of semi-development and semi-utilization,and they do not maximize the potential of personnel and reflect the value of personnel.Human resource performance management is to improve this situation,increase incentives and penalties through performance appraisal,and fully develop talents and tap their potential.However,it is not easy for enterprises to construct human resource performance appraisal system,which has some drawbacks.Based on this,this paper mainly studies many problems in the human resource performance appraisal management of state-owned enterprises,such as the lack of organic unified system,inaccurate grasp of the key points of performance appraisal,unscientific performance appraisal,appraisal limited to superiors and subordinates,and the assessment cycle which is not rigorous,and analyzes the causes of these problems,finally puts forward feasible ways to build a human resource performance appraisal system.For reference.