企业绩效管理存在的问题与优化对策研究
本文围绕企业绩效管理展开深入探讨，首先概述了绩效管理的定义、特点及关键环节，为全文奠定了理论基础。绩效管理作为企业管理的重要组成部分，不仅关注员工的工作成果，还强调过程管理与持续改进，其特点包括系统性、目标导向性和动态性等。在此基础上，文章进一步阐述了绩效管理对企业战略目标实现的重要性，指出绩效管理能够有效促进战略落地与执行，提升企业战略灵活性，并强化企业战略导向文化，从而确保企业战略目标的顺利达成，当前企业绩效管理实践中仍存在诸多问题，如理念认知偏差、绩效指标体系不科学、指标选择片面、指标设置不合理、沟通与反馈机制不畅以及考核过程不公平等。这些问题严重影响了绩效管理的效果和企业战略目标的实现，本文提出了相应的优化对策。首先，应加强培训与教育，提升员工对绩效管理的认知和理解；其次，引入先进理念，避免过分依赖单一指标，实现量化与质化的有机结合；同时，建立有效的沟通渠道，确保绩效信息的及时传递与反馈；最后，统一考核评价标准，确保绩效管理的公正性和有效性。通过这些措施的实施，可以显著改善企业绩效管理的现状，提升企业整体绩效水平，为企业的持续发展和战略目标的实现提供有力保障。
关键词：绩效管理、问题识别、优化对策
Abstract
This paper conducts an in-depth discussion on enterprise performance management, first summarizes the definition, characteristics and key links of performance management, and lays a theoretical foundation for the full text. As an important part of enterprise management, performance management not only pays attention to the work achievements of employees, but also emphasizes process management and continuous improvement. Its characteristics include systematic, goal-oriented and dynamic nature. On this basis, the paper further expounds the importance of performance management to enterprise strategic goals, points out that performance management can effectively promote strategic landing and execution, improve enterprise strategic flexibility, and strengthen enterprise strategic oriented culture, to ensure the smooth of enterprise strategic goals, there are still many problems in the current enterprise performance management practice, such as concept cognitive deviation, performance index system, index selection, index setting, unreasonable communication and feedback mechanism and unfair appraisal process, etc. These problems seriously affect the effect of performance management and the realization of enterprise strategic goals, and this paper puts forward the corresponding optimization countermeasures. First, training and education should be strengthened to enhance employees' cognition and understanding of performance management; second, advanced ideas should be introduced to avoid excessive reliance on single indicators to realize the organic combination of quantification and quality; meanwhile, effective communication channels should be established to ensure timely transmission and feedback of performance information; finally, assessment standards should be unified to ensure the impartiality and effectiveness of performance management. Through the implementation of these measures, the enterprise can significantly improve the status quo of enterprise performance management, improve the overall performance level of the enterprise, and provide a strong guarantee for the sustainable development of the enterprise and the realization of strategic goals.
Keyword：Performance management, problem identification, optimization countermeasures
目录
摘 要 I
Abstract II
第1章 绪论 1
1.1 研究背景及意义 1
1.2 研究目的和内容 1
1.3 国内外研究现状 2
第2章 绩效管理相关概述 3
2.1 绩效管理的定义 3
2.2 绩效管理的特点 3
2.2.1 系统性 3
2.2.2 客观性 4
2.3 绩效管理的关键环节 4
第3章 绩效管理对企业战略目标实现的重要性 5
3.1 绩效管理促进战略落地与执行 5
3.2 绩效管理提升企业战略灵活性 5
3.3 绩效管理强化企业战略导向文化 5
第4章 企业绩效管理存在的问题分析 7
4.1 绩效指标体系不科学 7
4.1.1 指标选择片面 7
4.1.2 指标设置不合理 7
4.2 理念认知偏差 8
4.3 沟通与反馈机制不畅 8
4.4 考核过程不公平 8
第5章 企业绩效管理问题的优化对策 10
5.1 引入先进理念 10
5.1.1 避免过分依赖单一指标 10
5.1.2 量化与质化结合 10
5.2 加强培训与教育 11
5.3 建立沟通渠道 11
5.4 统一考核评价标准 11
结 论 13
参考文献 14
