绩效考核方案并非绩效管理的整体。 它是企业管理的基本，核心及重要的部分。 许多企业的业绩存在许多误解，现绩效薪酬咨询辅导就绩效考核方案的痛点分析如下：

Performance appraisal scheme is not the whole of performance management. It is the basic, core and important part of enterprise management. There are many misunderstandings about the performance of many enterprises. The pain points of performance appraisal scheme are analyzed as follows:

一、激励性

1、 Incentive

1、做减法而非加法；2、以倒扣分为主，激励性不足；3、绩效工资占比过高或过低。

1. Subtraction rather than addition; 2. Deduction of the main points, lack of incentive; 3. The proportion of performance pay is too high or too low.

二、指标定义

2、 Index definition

1、指标定义模糊、不够量化，容易出现争议；2、指标来源不清，与公司战略、目标经营脱节。

1. The definition of indicators is vague and not quantitative enough, which is easy to cause disputes; 2. The source of indicators is not clear, which is out of touch with the company's strategy and target operation.

三、绩效指标

3、 Performance indicators

1、指标设计过多；2、指标层级不够明确，结果指标、过程指标、行为指标混搭，关注点分散；3、定性指标多过定量指标。

1. There are too many indicators designed; 2. The hierarchy of indicators is not clear enough, the result indicators, process indicators and behavior indicators are mixed, and the focus is scattered; 3. Qualitative indicators are more than quantitative indicators.

四、绩效目标

4、 Performance objectives

1、绩效考核目标值不突出，甚至不明确；2、目标值设定缺乏方法，难以达成共识。

1. The target value of performance appraisal is not prominent or even clear; 2. The target value setting lacks methods and it is difficult to reach a consensus.

五、权重与评分

5、 Weight and score

1、指标权重配分不合理，未体现轻重、难易、急缓；2、未明确各指标的评分方法及上下限评分规划。

1. The index weight distribution is unreasonable, which does not reflect the importance, difficulty and urgency; 2. The scoring method and upper and lower limit scoring planning of each index are not clear.

六、数据化

6、 Data based

1、数据化建设不够，部分指标无明确数据提供部门及数据收集困难；2、数据存在弄虚作假及不真实现象。

1. Data construction is not enough, some indicators are not clear, data providing departments and data collection are difficult; 2, the data exist fraud and untrue phenomenon.

七、绩效改进

7、 Performance improvement

1、重考核、轻改进，偏离方向；2、绩效管理缺少对结果的分析、改进，无绩效沟通与反馈面谈。

1. Second, performance management lacks the analysis and improvement of the results, and there is no performance communication and feedback interview.

总结：绩效考核方案的根本目的是帮助员工成长，进而提升组织绩效，绩效考核方案才是绩效管理的关键。以上就是关于绩效薪酬咨询辅导对绩效考核方案的主要痛点的分析，希望对您能有所帮助，如想了解更多企业管理资讯，请点击：https://www.cclsbs.com 。

Conclusion: the fundamental purpose of performance appraisal scheme is to help employees grow up and improve organizational performance. Performance appraisal scheme is the key to performance management. The above is the analysis on the main pain points of performance appraisal scheme by performance salary consultation and counseling. I hope it can help you. For more information on enterprise management, please click: https://www.cclsbs.com  。