| 绩效考核结果反馈技巧探讨 |
| |
| 引用本文： | 郭睦庚,何艳娜.绩效考核结果反馈技巧探讨[J].长江大学学报(社会科学版),2004,27(5):38-41. |
| |
| 作者姓名： | 郭睦庚 何艳娜 |
| |
| 作者单位： | 长江大学,管理学院,湖北,荆州,434023 |
| |
| 摘 要： | 由于绩效考核结果与随后的奖惩措施相联系 ,反馈沟通又具有一定的批评性 ,所以既敏感 ,又必不可少。为此 ,分析了缺乏绩效反馈的原因 ,导致的结果 ,并在此基础上提出了相应的改进措施 :维护自尊、加强自信 ,提高有针对性的反馈 ,使员工参与反馈 ,注重直接反馈 ,等。
|
| 关 键 词： | 绩效考核 考核结果 反馈 技巧 |
| 文章编号： | 1003-8019(2004)05-0038-04 |
| 修稿时间： | 2004年8月26日 |
On the Skill of Feedback of Performance Evaluation |
| |
| GUO Mu-geng,HE Yan-na.On the Skill of Feedback of Performance Evaluation[J].Journal of Yangtze University:Social Sciences,2004,27(5):38-41. |
| |
| Authors: | GUO Mu-geng HE Yan-na |
| |
| Abstract: | Because the result of performance evaluation is connected with the consequent measures of awards and punishment, criticism exists in feedback communication, which is sensitive and essential. The causes and the results induced by lacking of performance feedback are analyzed, by which corresponding precautions for improvement are proposed, including maintaining self respect, strengthening self confidence, improving aimed feedback, bringing the staff to take part in the feedback and paying attention to direct feedback. |
| |
| Keywords: | Performance Evaluation result of performance evaluation feedback skill |
| 本文献已被 CNKI 万方数据 等数据库收录！ |
|
