基于素质的绩效管理模式探讨

摘 要
当前，人的智力和心理水平都随着经济的发展、教育水平的提高产生了变化，因此导致人们不仅仅要求工作带来的物质上的享受，而是越来越注重个人在工作中所能得到满足感与成就感即我们研究的素质当中的驱动力、动机等。这样的职业心理状态将直接影响个体绩效行为。而对于组织来说，将组织战略目标和人才的绩效目标、行为联系起来、注重人才的职业要求，是现代企业绩效管理的一个关键点。
本文以基于素质的绩效管理模式探讨为研究对象，研究了当前常用的绩效管理模式及其优缺点和基于素质构建绩效管理模式的优势，论证了构建基于素质的绩效管理模式的意义和必要性。最后为了优化当前的绩效管理模式，本文认可将素质引入到绩效管理模式当中去，并且提出了构建素质的绩效管理模式的流程和应注意的问题。

关键词：素质；绩效管理；模式
Abstract

Today ,people's intelligence and psychological level with economic development, raise the level of education has changed, resulting in people not only bring the material enjoyment, but more and more emphasis on person in work can get satisfaction and sense of achievement that we study the quality of the driving force, motivation.This occupation mental state will have a direct impact on individual performance.And to the organization, the strategic objectives of the organization and personnel performance target, behavior, pay attention to personnel occupation linking requirements, is a modern enterprise performance management is a key point.
Based on the quality of the performance management model as the research object, research the current commonly used performance management mode and advantages and disadvantages of performance management mode based on quality construction of advantage, proved compose to build performance management mode based on quality of the significance and necessity of.Finally, in order to optimize the current performance management mode, this article will be recognized quality into the performance management model, and put forward the construction quality of the performance management process and the problem that should note.

Key Words: Quality; Performance management; Mod

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