绩效办理考核是每一个人事都必备的技能，从绩效办理方面到达公司度职工的业务要求提升，所谓的狼性文化不单单指的是加班也指的是绩效办理考核，公司靠的便是绩效办理为工体带来的额外效益，近年来的绩效逐渐走下坡路，弊端太显着，那么绩效薪酬咨询辅导的老师就给我们解说一下为什么吧！

Performance management assessment is a necessary skill for every personnel. The so-called wolf culture not only refers to overtime, but also refers to performance management assessment. The company relies on the additional benefits brought by performance management. In recent years, the performance is gradually declining, and the disadvantages are too obvious, so performance compensation consultation is not enough My teacher will explain why to us!

一、绩效办理考核的隐性特征

1、 Recessive characteristics of performance appraisal

这种隐性特征主要体现在两个方面：

This recessive feature is mainly reflected in two aspects

1.是绩效并不总是清晰明确、容易识别和容易衡量的；

1. Performance is not always clear, easy to identify and easy to measure;

2.是绩效的完成过程是一个大黑箱

2. The completion process of performance is a big black box

例如，完成企业的盈余应该靠扩大市场份额、靠规模制胜仍是应该靠对市场进行精耕细作、进步单位产品的附加价值呢？这些都必须根据对市场的深入研究和判别，我们的直觉挑选未必是正确的。并且，那些真实特别重要的绩效部分反倒不容易进行准确的衡量。

For example, should the surplus of an enterprise be achieved by expanding market share and winning by scale, or by intensive cultivation of the market and improvement of the added value per unit product? All these must be based on in-depth study and discrimination of the market. Our intuitive selection may not be correct. Moreover, it is not easy to accurately measure the real and important parts of performance.

二、绩效考核的弊端

2、 Disadvantages of performance appraisal

1.绩效主义看似公平，但短少内涵。它只靠利益刺激，未结成精力共同体，终将走向平凡。不管何企业，只需实施职工收入与成绩完全挂钩，一些扎实作业就易被忽视，破坏职工对企业的信赖。

1. Performationism seems fair, but it lacks connotation. It only relies on the stimulation of interests, does not form a community of energy, and will eventually become ordinary. No matter what enterprise, as long as the implementation of workers' income and achievements are completely linked, some solid work is easy to be ignored and damage the trust of workers in the enterprise.

2.实施绩效主义的考核，其实是无法之举，如果公司有良好的团队文化，一定会看不上这种所谓的绩效考核。

2. It is impossible to implement the performance appraisal. If the company has a good team culture, it will not look up to the so-called performance appraisal.

3.从另一个角度讲，推广绩效主义其实是在逃避责任，因为团队精力、企业文化的建设，远比绩效考核难一万倍！

3. From another point of view, promoting performatism is actually evading responsibility, because the construction of team energy and corporate culture is 10000 times more difficult than performance appraisal!

以上就是全部的解释,如果您想要了解更多关于公司的相关知识,如您想要了解更多欢迎咨询绩效薪酬咨询辅导官网。

If you want to know more about the company, such as you want to know more about the company, you are welcome to consult the official website of performance compensation consulting.