【摘要】 目前,中国的企业以KPI、BSC和MBO等为核心的绩效管理暴露了一系列的问题,如只注重短期利益,而且缺乏对员工的价值观和行为塑造。一些著名的企业,如阿里巴巴、GE、腾讯、隆平高科和中国银行某些分行等都采用了核心价值观考核制度。但是,目前核心价值观考核体系还比较粗糙,没有形成系统的机制和框架,缺乏理论基础和方法 ,比如,这些企业核心价值观行为的提炼和标准设置均缺少系统的方法和工具。本文以R企业的核心价值观考核为例,通过组建专家工作小组、选取核心价值观行为的样本、通过关键行为事件访谈、提取相关数据和资料,然后运用扎根理论进行数据分析等,最终总结和构建了具有普适性、逻辑严谨、系统性的核心价值观考核机制,来为中国企业的核心价值观考核模式的创新提供借鉴。更多还原

【Abstract】 At present, the performance management of Chinese enterprises with KPI, BSC and MBO exposes a series of problems, such as paying attention to short-term interests, damaging the long-term development of enterprises, and lacking of value and behavior shaping for employees. Some famous enterprises, such as Alibaba,GE, Tencent, Longping and some branches of the Bank of China, have adopted the core values assessment system.However, the current value assessment system is still relatively rough, there is no systematic mechanism and framework, lack of theoretical basis and methods, for example, the refinement of these enterprises’ core values and standard setting are lack of systematic methods and tools. Taking the core value assessment of R enterprise as an example, this paper summarizes and constructs a universal, logical and systematic core value assessment mechanism by setting up an expert working group, selecting samples of value behavior, interviewing key behavior events, extracting relevant data, and then using grounded theory for data analysis. It can provide reference for the innovation of the core value assessment model of Chinese enterprises.更多还原