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| 深剖企业高层管理人员绩效考评 摘 要：企业的发展是通过战略目标与决策的制定，进而使目标得到分解并使得战略决策得到最终执行，反馈执行结果，持续对战略决策进行滚动修订，从而推动企业一步一步发展。企业员工作为战略决策的执行者，是战略决策得以落地的保证，而管理人员作为核心员工起来了维稳的作用。近年来，越来越多的企业开始重视管理人员的绩效考评，企业根据员工所承担的工作内容和实际创造的价值，对员工进行评估，这不仅是企业衡量员工工作成效的方式，也是企业实现战略发展目标的重要组成部分。本文首先阐述企业管理人员的绩效考评在实现战略目标过程中所发挥作用，主要研究如何考核与评估管理人员的绩效指标，以推动战略决策的执行以促进企业的发展。 关键词：管理人员；绩效指标；激励 Deeply Analyze the High Level Managers’ KPI Assessment Abstract: The development of enterprises is through the formulation of strategic objectives and decisions, and then the objectives are decomposed and the strategic decisions are finally implemented, the implementation results are feeding back,and the strategic decisions are continuously revised in a rolling way, so as to promote the development of enterprises step by step. Enterprise employees, as the executors of strategic decisions,are the guarantee of the implementation of strategic decisions,while management personnel, as the core employees, play a role in maintaining stability. In recent years, more and more enterprises begin to pay attention to the performance evaluation of managers. According to the work content undertaken by the employees and the value actually created, the enterprise evaluates the employees,which is not only the way for the enterprise to measure the performance of the employees, but also an important part of the enterprise to achieve the strategic development goals. This paper first expounds the role of performance evaluation of enterprise managers in the process of strategic objectives,and mainly studies how to assess and evaluate the performance indicators of managers, so as to promote the implementation of strategic decisions and promote the development of enterprises. Key Words: High Level Managers; KPI; Encouragement 目 录 前言……………………………………………………………………………………………………5 一、相关绩效综合概述及制定原则……………………………………………………5 （一）绩效考评系统的设计原则…………………………………………………………..…5 （二）绩效考评指标设计还需遵循以下原则……………………………………………..6 （三）绩效指标需要按以下步骤进行确立…………………………………………………6 （四）关于需要考评高层管理人员的内容…………………………………………………6 二、东方精工集团案例分析………………………………………………………………8 （一）东方精工集团绩效考评原则…………………………………………………………..8 （二）考核结果……………………………………………………………………………………..9 （三）类别与权重划分…………………………………………………………………………10 （四）分析与评价………………………………………………………………………………11 参考文献…………………………………………………………………………………………16 |
