摘要:绩效管理是人力资源管理的核心组成部分之一，它对提升员工绩效实现组织目标具有重要意义。当前，我国很多中小型企业都采用绩效管理体系来改进个人和组织的绩效，然后在实践中取得的效果并不理想，由于种种原因，部分中小型企业偏离了绩效管理的初衷，步入了一些误区。大多数中小型企业存在对绩效管理理念上的认识错误，对绩效考核的过分狂热以及对绩效反馈的不够重视。中小型企业应正确认识绩效管理的目的，建立适合自己的绩效管理系统，在实施绩效管理时，既要注意整个流程的整体规划，又要注重管理理念的转化，管理手段的优化，从而使绩效管理的实施真正有助于组织战略目标的实现。
关键词：中小型企业；绩效管理；绩效考核；误区与对策
Abstract:Performance management is an integral part of the core of human resource management, to improve employee performance to achieve organizational goals of great significance. At present, many small and medium enterprises in China have adopted a performance management system to improve the performance of individuals and organizations, and then the effect is not achieved in practice. Due to various reasons, some SMEs have deviated from the original intention of performance management into a number of errors. Most small and medium-sized enterprises have the understanding of the concept of performance management, error, and not pay enough attention to the excessive fanaticism of the performance appraisal and performance feedback. Small and medium-sized enterprises should have a correct understanding of performance management purposes, to establish their own performance management systems, performance management, it is necessary to pay attention to the overall planning of the whole process, but also focus on the transformation of management philosophy, management tools optimized, so performance the implementation of the management of real help organizations achieve strategic objectives.
Keyword: Small and medium-sized enterprises; Performance management; Performance appraisal; Mistakes and Solutions
