A公司绩效考核体系优化研究

发布时间：2018-04-24 06:12

本文选题：绩效考核体系 + 关键绩效指标法　；参考：《福建农林大学》2017年硕士论文

【摘要】：随着社会经济发展,企业间竞争越来越激烈,尤其在互联网、电子商务高速发展的今天,中国百货销售行业已经进入微利时代。在此情况下企业如何生存与发展成为一个严峻的问题。企业的活动都需要人来完成,人才的管理与绩效考核体系的构建已成为企业间竞争的核心内容,这是人力资源管理的关键,也是企业发展的根基。绩效考核体系工作涉及多方因素,是一项重要而又复杂的工作,制定一种能够符合实际、可量化的绩效考核体系制度,将企业战略目标与员工绩效、部门绩效通过绩效考核的方式进行整合,对于企业目标的实现有着积极的作用,同时又具有极其重要的现实意义。论文从A公司的绩效管理体系研究入手,通过参考相关文献,学习和总结了有关绩效考核体系理论后,以关键绩效指标法、平衡计分卡等为理论基础,寻找出A公司人力资源管理及绩效考核体系现状中存在的重点问题,其中主要包括绩效考核中出现的战略定位不明确、指标体系不清晰、结果应用不全面及考核对象参与度低方面。通过绩效考核理论研究,对公司高、中、基层管理人员及员工的工作特点分析,结合A公司的实际情况与战略目标,研究企业的绩效考核体系,在强调系统管理的前提下,针对考核对象的层级进行了差异化绩效体系制度的制定,将企业的战略目标分解到各部门、各层级及员工个人中加以落实,从而形成比较完善的绩效考核指标。绩效考核体系是实施战略管理的重要工具,论文顺应企业管理变革的要求,一方面,对A公司绩效考核体系进行设计,分析公司成长发展的关键因素,从平衡计分卡的四个方面萃取出关键绩效指标,将员工的目标与组织的愿景有效结合。另一方面,制定保障措施,从保障绩效管理团队建设,完善绩效考核体系机制,重视绩效管理体系氛围方面,多措并举,对企业的总体目标的实现,提升管理人员及员工的执行力起到了一定的推进作用。
[Abstract]:With the development of social and economic development, the competition among enterprises is becoming more and more intense, especially on the Internet and the rapid development of e-commerce. In this case, the sales industry of Chinese department stores has entered the era of micro profit. In this case, how to survive and develop is a serious problem. The activities of the enterprise need to be completed, the management of talents and the performance appraisal body. The construction of the Department has become the core of the competition among enterprises, which is the key to the management of human resources and the foundation of the development of the enterprise. The performance assessment system involves many factors, and is an important and complex work. The integration of department performance through the performance assessment method has a positive effect on the realization of the enterprise goal and has a very important practical significance. This paper, starting with the research on the performance management system of A company, studied and summed up the theory of performance evaluation system through the reference of relevant literature, and leveled the key performance index method. On the basis of the theoretical basis, this paper seeks to find out the key problems in the current situation of human resource management and performance assessment system in A company, including unclear strategic positioning, unclear index system, incomplete application and low participation in the performance assessment. Based on the actual situation and strategic objectives of A company, the performance appraisal system of the enterprise is studied, and the system of differential performance system is made on the basis of the system management, and the strategic objectives of the enterprise are divided into various departments, various levels and different levels. The performance appraisal system is an important tool for the implementation of the strategic management. The paper complies with the requirements of the enterprise management reform. On the one hand, it designs the performance appraisal system of A company, analyzes the key factors of the growth and development of the company, and extracts from the four aspects of the balanced scorecard. On the other hand, we should make the key performance indicators to combine the objectives of the staff with the vision of the organization. On the other hand, it is necessary to establish the safeguard measures, from the guarantee of the construction of the performance management team, the improvement of the performance appraisal system mechanism, the emphasis on the atmosphere of the performance management system, the realization of the overall objectives of the enterprise and the promotion of the executive ability of the managers and staff. A certain propelling effect.

【学位授予单位】：福建农林大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.8

【参考文献】