从目的上讲，绩效管理追求的是有效绩效最大化和无效绩效最少化，最终实现企业绩效的最大化和部门与个人绩效的最优化。
The purpose of performance management is to maximum the performance of enterprises, and to optimize the performance of the department and the individual.
设计与企业战略关联的薪酬体系，利用有限的资源最大限度地优化人力资源管理，有助于企业增强人才竞争力和提高企业绩效。
Designing a salary system linking with company strategy, optimizing HR management with limited resources and improve company's competitiveness of keeping talents.
作者希望借此探索建筑施工企业特有的项目部组织形式下员工绩效考核体系的优化设计，为同行业绩效考核方案提供参考。
The author hopes to explore the optimum design of staff performance appraisal in specific form of project department of construction enterprises and provide a reference for the whole industry.
作者希望借此探索建筑施工企业特有的项目部组织形式下员工绩效考核体系的优化设计，为同行业绩效考核方案提供参考。
The author hopes to explore the optimum design of staff performance appraisal in specific form of project department of construction enterprises and provide a reference for the whole industry.
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