【摘要】 目前,我国很多人力资源管理部门越来越钟情于量化考核,其甚至被异化运用到了物极必反的程度。在实践中,绩效考核量化要发挥应有的激励作用和效果,关键在于绩效考核的量化定位和抉择。人力资源管理者既要有先进的量化理念,也要掌握科学的量化技术,既要把握量化的正确方向,又要从工作性质的实际出发寻找定量与定性的平衡,充分体现人性化原则及其与工作的高度关联性。绩效考核的量化定位与选择要有利于改善员工生理和心理健康,采用提升技术、方法创新、优化环境、有效配置、弹性工作等方式拓展效率提升的空间;根据工作性质确定量化的考核范围与项目内容,量化应以85%以上的员工经过努力能够达到或超过的水平为标准,让员工"快乐工作"。更多还原

【Abstract】 At present,a lot of human resources management departments indulge great passion for the quantitative evaluation management.But such negative issues as the waste of resources,death from overwork,mental illness and moral problems led by the undue usage of quantitative evaluation is attracting more attention.And this also aroused unprecedented suspicion about if the quantitative evaluation is scientific.Starting from the undue usage of quantitative evaluation,the author analyzes some issues of the quantitative evaluation and the problems with the practice of qualitative choice.After that,the author puts forward some practical ways of thinking on quantitative positioning of performance evaluation and the choice.更多还原