H家居公司绩效管理优化研究

发布时间：2018-05-20 14:15

本文选题：员工绩效管理 + 绩效管理体系　；参考：《南京师范大学》2017年硕士论文

【摘要】：在人才流动与技术转移的过程中,由于适逢金融危机,国内外经济形势不甚乐观,以及国内外分公司管理模式的差异,引发了不少企业从业员的高离职率。近年来H家居每年高达25%的员工离职率正说明了员工绩效管理的重要性。经调查发现,员工的离职率与绩效管理存在高度相关性。因此,如何完善中小企业的员工绩效管理,更好地管理、考核与留住优秀人才,是本课题的研究背景与出发点。本文基于H家居的员工绩效管理现状,运用调查问卷分析法与访谈法,对H家居员工的特点以及员工绩效管理面临的问题进行深入调查,指出H家居员工绩效管理存在的问题,运用KPI,构建以考核维度为主体的绩效管理体系,并分析了 H家居对于KPI实施的可操作性和适用性,以期对H家居绩效管理进行改进。著名管理大师德鲁克教授说过,目标是为了工作,目标是确定每个人的工作。绩效管理目标具体到各个部门,绩效责任分配到员工个人,控制过程进而来保证结果,这句话明白的反映了企业绩效考核目标落实到个人的过程。绩效考核目标管理体系是企业最基础的绩效管理体系。通过对企业中高层管理者的目标管理能力和绩效管理能力的培养,加强中高层管理者对企业战略目标的执行力,最终建立起基于目标管理的绩效管理体系。为达成企业绩效管理目标,我们必须掌握绩效目标管理与绩效管理的原则、方法和技巧,使员工的个人目标和企业的经营目标完美地统一起来,从而激发员工最大的工作潜能,形成企业与员工共同发展的双赢的格局。
[Abstract]:In the process of talent flow and technology transfer, due to the financial crisis, the economic situation at home and abroad is not very optimistic, as well as the difference in the management mode of domestic and foreign branch companies, which leads to the high turnover rate of many enterprise employees. In recent years, as high as 25% of H household staff turnover rate shows the importance of employee performance management. It is found that there is a high correlation between employee turnover rate and performance management. Therefore, how to improve the staff performance management, better management, assessment and retention of outstanding personnel, is the research background and starting point. Based on the present situation of H household employee performance management, this paper uses questionnaire analysis and interview method to investigate the characteristics of H household employee and the problems faced by H household employee performance management, and points out the existing problems of H household employee performance management. By using KPI-based performance management system, this paper analyzes the operability and applicability of H home for KPI implementation in order to improve H home performance management. Professor Drucker, the famous management master, said that the goal is to work, the goal is to determine everyone's work. Performance management objectives are specific to various departments, performance responsibility is assigned to the individual employees, control process to ensure the results, this sentence clearly reflects the enterprise performance appraisal goals to the individual process. Performance appraisal target management system is the most basic performance management system. Through the cultivation of the goal management ability and the performance management ability of the senior managers in the enterprise, the executive power of the middle and senior managers to the strategic objectives of the enterprise is strengthened, and finally the performance management system based on the goal management is established. In order to achieve the goal of enterprise performance management, we must master the principles, methods and techniques of performance goal management and performance management, so that the individual goals of employees and the business objectives of the enterprise can be perfectly unified, thus stimulating the maximum working potential of employees. The formation of enterprises and employees common development of a win-win pattern.
【学位授予单位】：南京师范大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.92

【参考文献】