摘要:绩效考核是民营企业人力资源管理的一项重要内容。近年来，民营企业不断加强对绩效考核工作的探索研究，创造性地开展工作并取得了一定成效。但是，由于起步晚，民营企业的绩效考核存在明显的不足，主要表现在：对绩效考核的目的认识不清楚、绩效考核中缺乏客观性、绩效考核指标体系不完善、绩效考核标准不科学、绩效考核周期设置不合理、缺乏有效的绩效沟通等等。因此，只有通过加强宣传，提高对绩效考核工作的认识、加强对考核者的培训、制定科学系统的考核指标体系、科学的制定考核标准、合理的设置考核周期、进行有效的绩效沟通与反馈、科学合理的利用考核结果等措施来改善民营企业的绩效考核，同时还应处理好绩效考核与员工职业发展之间的关系，这样才能真正发挥绩效考核在民营企业中的作用，最终提高民营企业的效率。
关键词：民营企业；绩效考核；绩效管理
Abstract:Performance assessment in private enterprise is an important part of human resource management. In recent years, private enterprise continue to strengthen the exploration and research of the performance assessment, and achieved some success.
However, because it is late start, performance assessment in private enterprise still has long way to go, main behavior is around: Not clear the purpose of the performance assessment, lack of objectivity in performance assessment, the system of performance assessment indicator is not perfected, the standard of performance assessment is not science, the cycle of performance assessment is not reasonable, the lack of effective communication, etc. Therefore, strengthening the publicity to raise awareness of the work on performance assessment, to strengthen the training of the impact, develop the scientific system of evaluation index system, scientific to formulate the assessment standards formulated, reasonable setting examination cycle. Carries on the effective achievements communication and the feedback. Use the assessment results and other measures scientific and rational to improve the performance evaluation of private enterprise. Performance assessment should also deal with the relationship between employee career development and performance assessment. Only in this way can we truly play the role of the performance assessment and ultimately improve the efficiency of private enterprise.Key words: Private enterprise;Performance assessment; Performance management
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