基于编辑视角的“后转制时期”出版社绩效管理

发布时间：2018-10-22 17:42

【摘要】：文章系统对比分析进入"后转制时期"的7年间,出版社进行绩效管理的三种模式;深入剖析"后转制时期"出版社绩效考核过程中存在的问题,包括"双重标准"共存、考核过程不透明、考核指标"朝令夕改"、考核指标过多且个别考核值设置过高、重绩效考核轻业绩改善、"诚实"考核带来"负效应"等;指出造成这些问题的主要原因是行政主导的管理惯性依然存在,考核指标设计中对员工的预期考虑不够,绩效考核专业性不足,对考核中反复博弈考量不够。文章提出,要坚持兼顾基础保障与激励相容、公司长远目标与个人兴趣追求、经济利益与社会效益的基本原则,具体操作中,应早出政策、稳定预期,差异指标、精准考核,弱考核、强文化,实现公司和员工的共成长。
[Abstract]:This paper systematically analyzes three models of performance management in publishing house during the seven years after entering the period of "post-system transformation", and deeply analyzes the problems existing in the process of performance appraisal in the period of "post-system transformation", including the coexistence of "double standards". The appraisal process is not transparent, the examination index "changes day by day", the examination index is too many and the individual appraisal value is too high, the performance appraisal is important and the achievement is not improved, the "honest" appraisal brings the "negative effect" and so on; It is pointed out that the main reasons for these problems are that the administrative leading management inertia still exists, the staff expectations are not considered enough in the evaluation index design, the performance appraisal is not professional enough, and the repeated game evaluation is not enough. The article suggests that the basic principles of taking into account the compatibility of basic protection and encouragement, the long-term goals of the company and the pursuit of personal interests, economic interests and social benefits should be adhered to. In the specific operation, policies should be developed early, expectations should be stabilized, indicators of differences should be determined, and accurate assessment should be made. Weak assessment, strong culture, to achieve the company and staff growth.
【作者单位】：石油工业出版社;
【分类号】：G231

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