沈阳SK公司绩效考核体系构建研究

发布时间：2018-06-15 21:15

本文选题：绩效考核体系 + 绩效考核　；参考：《沈阳理工大学》2017年硕士论文

【摘要】：随着国内外市场成熟度越来越强,企业之间的竞争压力也越发增大,这就对企业的成熟和发展提出了更高的要求。要想在激烈的市场竞争中取得一席之地,就必须要在提高企业技术创新的同时,思考如何发展企业的综合管理水平。其中有效的绩效考核体系就是一个企业快速发展的重要保障之一。如何根据企业的特点,构建一套切实可用、高效的绩效考核体系是当前每个企业管理者面临的重要问题。本文以SK公司为研究对象,阐述了SK公司人力资源和绩效考核的现状,找出了现阶段存在的主要问题:绩效考核的制定与公司战略目标缺乏一致性;过分强调员工的工作结果绩效;没有对员工进行考核前的培训;绩效考核过程缺乏沟通;绩效考核结果缺乏反馈与应用等问题。针对公司绩效考核体系中出现的上述问题,本文认为其中原因主要包括:绩效考核制定的目标定位不清;工资结构设计趋于简单;考核者本身素质和实施能力的欠缺;员工个人发展与公司发展目标分离等等。通过系统学习相关理论和切实研究公司实际现状后,本文从考核原则、目标以及指导思想的确定,到考核方法的选择以及考核周期、流程、措施等方面的确定为SK公司构建了一套新的绩效考核体系。并在文章最后为公司提出了保障新绩效考核体系能够顺利实施的相关保障措施。本文的研究对SK公司的绩效考核工作有着非常重要的理论价值和现实意义,同时本文的研究也将对同行业的其它公司提供绩效考核方面的指导,具有重要的借鉴意义。
[Abstract]:With the increasingly mature market at home and abroad, the competitive pressure between enterprises is also increasing, which puts forward higher requirements for the maturity and development of enterprises. In order to gain a place in the fierce market competition, it is necessary to improve the technological innovation of enterprises and consider how to develop the comprehensive management level of enterprises. The effective performance appraisal system is one of the important guarantee for the rapid development of an enterprise. How to set up a set of practical and efficient performance appraisal system according to the characteristics of enterprises is an important problem that every enterprise manager faces at present. This paper takes SK Company as the research object, expounds the present situation of SK company's human resources and performance appraisal, and finds out the main problems existing in the present stage: the formulation of performance appraisal lacks consistency with the company's strategic objectives; Too much emphasis on the performance of the work results of the staff; no training for employees before the appraisal; lack of communication in the performance appraisal process; lack of feedback and application of the results of the performance appraisal. In view of the above problems in the performance appraisal system, this paper points out that the main reasons are: the target position of performance appraisal is not clear, the wage structure design tends to be simple, the examiner's own quality and implementation ability are deficient; Employee personal development and company development goal separation and so on. Through the systematic study of relevant theories and practical research on the actual situation of the company, this article from the assessment principles, objectives and guidelines, to the selection of assessment methods and assessment cycle, the process, The determination of measures and other aspects for SK company to build a new performance appraisal system. At the end of the article, the paper puts forward the relevant safeguard measures to ensure the new performance appraisal system can be implemented smoothly. The research of this paper has very important theoretical value and practical significance to SK company's performance appraisal work, at the same time, the research in this paper will also provide the guidance of the performance appraisal aspect to other companies in the same industry, have the important reference significance.
【学位授予单位】：沈阳理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.471

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