摘要
目前,大部分企业己进入绩效管理时代,而绩效管理在不同欧亿·体育（中国）有限公司、不同性质
的企业中均是高级经理人及管理层在企业内部管理中的关注点。但在绩效管理的
实际运作中,实施效果总是差强人意。绩效管理是一项体系化、流程化的管理项
目,而且,绩效管理也是一门应用型科学,没有任何一套绩效管理方案可以做到
“放之四海皆可”。绩效管理作为企业管理的重点和难点,需要从科学且符合企业
现状的视角进行研讨。本文从绩效管理的目的定位、管理流程、应用思考等方面,
对绩效管理系统存在问题进行了剖析,明确了绩效管理实施的必要性、提出绩效
管理方法优化建议,总结了绩效评估过程与绩效反馈、辅导等操作要点,提出了
关于绩效管理与薪酬牵引相关性的思考,从实用性和启发性角度提出优化绩效管
理系统的解决办法。

关键词:绩效评估 运用
ABSTRACT
At present, most enterprises have entered the era of performance management, and
performance management in different industries, different enterprises are always
concern of the senior managers and the business management activities. But in the
actual operation of the performance management, the result is always just possible.
Performance management is a systematic project, and performance management is an
applied science. There is no one-size-fits-all performance management scheme can be
achieve. Performance management of enterprise management as a key point and where
the pain is,need to be studied from the scientific angle and in accordance with the
current situation of enterprise. This article, from the aspect of achievements
management goal and position, management process, application thinking etc, has
carried on the analysis on the existence questions of the performance management
system, put forward the necessity of performance management methods, presented
performance management method optimization suggestions, summed up the operation
key points of the performance appraisal process, performance feedback and guidance,
put forward about the correlation between performance management and compensation
traction, put forward a solution to optimize performance management system from a
practical and illuminating angle.
Keywords: performance evaluation use