摘要：绩效考核作为绩效管理的基础，有着重要地位，其有效性取决了企业绩效管理的实施情况。绩效考核不是简单的评判制度，根据企业内部情况制定科学恰当的考核方法，不同模式所使用的方法也不同，其效果也因企业而异。找到适合自己的企业的考核方法，设置科学系统人性化的绩效考核。营造良好的企业氛围，从绩效考核慢慢过渡到绩效管理，将员工与企业发展战略联系在一起，使人力资源发挥到最大化。
关键词：绩效考核 关键事件法 绩效管理 企业文化
Abstract：Performance appraisal as a basis for performance management, has an important position, its effectiveness depends on the implementation of enterprise performance management. Performance appraisal system is not a simple judgment, according to the internal situation of the development of science and appropriate assessment methods, Different methods used in the model is different, the effect also varies due to the enterprise. Assessment methods to find their own businesses set up scientific and systematic human performance appraisal. Create a favorable business environment, and slowly transition from performance appraisal to performance management, the employees and the enterprise Development strategy linked to play to maximize human resources.
Key words：performance appraisal critical incident technique performance management enterprise culture
