|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
2007年01 期
| 标题 |
| 实施“职工培训、考核与使用、待遇一体化”的思考(43 卷) |
| 英文标题 |
| Consideration of Training and Assessment of Employees Together with Their Utilization and Treatment |
| 摘要 |
| 作为全新的绩效管理体系，“职工培训、考核与使用、待遇一体化”机制,对员工职责履行程度、工作目标完成情况等进行科学评价，使“以人为本”理念得到务实的体现。就实施“一体化”的主要原因、基本操作程序及推进“一体化”的相关保证措施做了详细的说明，并提出了在实施中需 |
| 作者 |
| 新闻作者:岳春华 |
| 关键字 |
关键词:体系，原因，程序，措施 |
