兆阳汽车有限公司部门经理绩效考核体系研究

发布时间：2018-03-29 08:47

本文选题：绩效考核　切入点：部门经理　出处：《中原工学院》2017年硕士论文

【摘要】：企业发展要依靠人才,而人才的管理则依赖于契合人性的制度。绩效管理之所以广泛被重视就在于它融合了人才生存与发展的需要,将人才的职业发展目标与企业的发展目标结合在一起,两者之间的联动效果将直接拉动企业效益的抬升。对于绩效考核所带来的巨大效益将直接性的影响着企业在市场中竞争力量。本文正是从这一角度出发构建更加科学的兆阳汽车有限公司部门经理绩效考核体系。本文综合运用案例分析法与实证调查法来分析兆阳汽车有限公司的绩效考核现状,利用绩效管理理论对其进行剖析,认为兆阳汽车有限公司绩效考核体系取得了一定的效果,调动了员工工作积极性与竞争性,给企业发展注入了新的动力,但绩效制度指标设置不合理以及结果运用方式不当等问题。研究结合公司发展实际情况对其原因进行解构,深入挖掘当前绩效考核体系存在的阻碍性因素,认为绩效考核文化的缺失很大程度上影响绩效考核效果。研究立足于绩效管理理论以及公司的具体情况,提出了绩效考核体系优化要把握绩效指标的选择以及权重的确定,同时辅以关键绩效指标法的原则与思路。本文提出在绩效考核中需要明确整个绩效体系的完整性,即要保证绩效成绩之后的反馈与沟通环节,坚持以人为本的理念,将部门发展与企业目标结合在一起,才能提高部门经理的认可度,激发部门经理的工作潜能,要强调绩效考核体系的动态性,即绩效考核体系要不断的与内外部环境要素进行互动,适时调整绩效考核的指标。
[Abstract]:Enterprise development depends on talents, and talent management depends on the system that accords with human nature. The reason why performance management is widely valued is that it combines the needs of the survival and development of talents. Combining the career development goals of talents with the development goals of enterprises, The linkage effect between the two will directly promote the improvement of enterprise benefit. The huge benefit brought about by performance appraisal will directly affect the competitive power of enterprise in the market. A scientific performance appraisal system for department managers of Zhaoyang Automobile Co., Ltd. This paper analyzes the present situation of performance appraisal of Zhaoyang Automobile Co., Ltd by case analysis and empirical investigation. Through the analysis of performance management theory, it is concluded that the performance appraisal system of Zhaoyang Automobile Co., Ltd. has achieved certain results, aroused the enthusiasm and competition of employees, and injected new impetus into the development of enterprises. But the performance system index setting is unreasonable and the result application way is improper and so on. The research unifies the company development actual situation to carry on the deconstruction to its reason, deeply excavates the current performance appraisal system exists the hindrance factor, Based on the theory of performance management and the specific situation of the company, the paper puts forward that the selection of performance indicators and the determination of weight should be grasped in the optimization of performance appraisal system. At the same time, it is accompanied by the principles and ideas of the key performance indicator method. This paper proposes that the integrity of the whole performance system should be defined in performance appraisal, that is, to ensure the feedback and communication after the performance achievement, and to adhere to the people-oriented concept. Only by combining the development of the department with the objectives of the enterprise can the recognition of the department manager be improved, the working potential of the department manager be stimulated, and the dynamic nature of the performance appraisal system be emphasized. That is, the performance appraisal system should constantly interact with the internal and external environmental factors, and adjust the performance evaluation indicators.
【学位授予单位】：中原工学院
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.471

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