绩效管理过程中的绩效考核，不仅针对员工，同时针对各层级的管理者，包括最

绩效管理过程中的绩效考核，不仅针对员工，同时针对各层级的管理者，包括最高层管理者。绩效考核的结果不仅仅是职级升降、奖惩的依据，更重要是作为绩效改进的重要依据。通过绩效评估、绩效诊断，找出影响绩效的根本性问题，形成绩效改进措施，通过绩效沟通辅导和绩效激励等手段，不仅提高了员工工作主动性，而且大大提升管理者和员工的系统思考能力和系统执行能力，从而推动企业整体绩效的迅速提高。<br><br>关键词：绩效管理，绩效考核，绩效，

绩效管理过程中的绩效考核，不仅针对员工，同时针对各层级的管理者，包括最高层管理者。 绩效考核的结果不仅仅是职级升降、奖惩的依据，更重要是作为绩效改进的重要依据。 通过绩效评估、绩效诊断，找出影响绩效的根本性问题，形成绩效改进措施，通过绩效沟通辅导和绩效激励等手段，不仅提高了员工工作主动性，而且大大提升管理者和员工的系统思考能力和系统执行能力，从而推动企业整体绩效的迅速提高。<br><br>关键词：绩效管理，绩效考核，绩效，

Performance appraisal in the process of performance management is not only for employees, but also for managers at all levels, including the top management. The result of performance appraisal is not only the basis of rank promotion, reward and punishment, but also the important basis of performance improvement. Through performance evaluation and performance diagnosis, find out the fundamental problems that affect performance, form performance improvement measures, and through performance communication, coaching and performance incentives, not only improve the initiative of employees, but also greatly improve the systematic thinking ability and systematic execution ability of managers and employees, so as to promote the rapid improvement of the overall performance of the enterprise.<br>Key words: performance management, performance appraisal, performance,<br>