绩效管理沟通问题研究

当前市场竞争日益激烈，企业为了生存和发展，要有良好的经营业绩，培养核心竞争力。绩效管理不仅是企业提高组织绩效，获得竞争优势的有利武器，而且是开发企业人力资源的好方法。然而许多企业在实施绩效管理时遇到了各种困难和阻力，特别是在绩效沟通方面。因此有必要对绩效沟通存在的问题进行系统的研究，以便提出解决绩效沟通问题的办法。通过本文全面深入的分析，可以充分认清绩效管理失败的原因，找出绩效沟通的问题根源，并提出解决建议，这对于提高绩效沟通质量，优化企业的绩效管理效果，有很大的改善和促进作用。
本文在研究国内外相关文献的基础上结合中国管理实践，从主观认识，沟通渠道，沟通制度环境，企业沟通文化四个方面论述了绩效沟通问题的根源，并提出了管理上的建议，即加强绩效沟通的培训、建立企业内部畅通的沟通渠道和建立良好的企业沟通文化。

关键词：绩效管理；绩效沟通；团队文化
 

Abstract

   Nowadays the market competitive is more and more severe，in order to  survive and develop，we know as enterprise must have excellent performance and build out core competitiveness．Performance management is a management method which will not only help on improving organization performance and the advantage of competition, but also help on development human resources the most valuable resource．Many companies face all kinds of difficulty in performance management．Therefore  it  is  necessary  to   study  and  resolve  the  issues   in  performance communication．This thesis theory and realistic value is  that with systematic and deep analysis，we can find out the failure reasons of performance management and give some solution． This thesis will help improving communication quality and optimize the performance management effect．
On the basis of foreign and domestic relative literature and Chinese practice， from different angle, from superficial to decide，make an analysis often existing question of performance communication．This thesis analysis the problem on fore aspects in communication and give some advice on  management  including subjective  acquaintance, cornrnunication and   technology communication channel，communication regulation and communication culture．
 
Key words: performance management；performance  communication；team culture

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