太原富士康A公司中层管理干部绩效管理改进研究

发布时间：2018-03-22 02:23

本文选题：人力资源管理　切入点：中层管理者　出处：《山西大学》2017年硕士论文　论文类型：学位论文

【摘要】：近年来,经济的发展已经打破了原有的实体经济的局面。随着电商技术及物联网技术的发展,再加上新一轮金融风暴及经济危机的来袭,企业间的竞争显得无情而残酷。而企业的竞争力归根结底源于技术、创新、管理和人才。中层管理者承担着企业长远战略的分解落实工作及日常事务管理的工作,扮演着高层与低层的连接角色,是企业发展的基础,也是企业竞争的核心力量。企业的管理,需要同时具备优秀的管理者与行之有效的管理系统。人力资源管理在世界上任何企业都在运用,而绩效管理在其中尤为重要。对于富士康而言,使用绩效管理来达成制造指标最为合适。本文以太原富士康A公司为研究对象,通过文献法、访谈法及案例研究法,对A公司中层管理者绩效管理现状进行分析改善,提出优化的绩效管理方案。结合富士康A公司的企业实际,对量化的任务达成要求较高,故本文重点对绩效考核的方案进行改进研究。本文提出KPI与360°绩效考核法结合的方法,进行主客观考核;最后结合自评及行政得分得出考评结果。然后,对被考核者进行有效的绩效反馈指导,以期达成更好的绩效;最后在人事晋升、薪酬管理及福利分配等方面运用考核结果,以促进企业更好发展。
[Abstract]:In recent years, the economic development has broken the situation of the original real economy. With the development of e-commerce technology and Internet of things technology, coupled with a new round of financial turmoil and economic crisis, The competition among enterprises is ruthless and cruel. The competitiveness of enterprises comes from technology, innovation, management and talent. Middle managers are responsible for the decomposition and implementation of the long-term strategy of the enterprise and the management of daily affairs. Playing the role of connecting the top and the lower level, it is the foundation of the enterprise development and the core force of the enterprise competition. The management of the enterprise, Human resources management is used in any enterprise in the world, and performance management is especially important. For Foxconn, This paper takes Taiyuan Foxconn A Company as the research object, through literature method, interview method and case study method, analyzes and improves the current situation of performance management of middle-level managers in A Company. This paper puts forward the optimized performance management scheme. According to the actual situation of Foxconn A company, the quantitative task is required, so this paper focuses on improving the performance appraisal scheme. This paper puts forward the method of combining KPI with 360-degree performance appraisal method. Subjective and objective evaluation; finally, combined with self-evaluation and administrative scores to get the evaluation results. Then, effective performance feedback guidance to the assessed, in order to achieve better performance; finally, in the personnel promotion, Pay management and welfare distribution and other aspects of the application of assessment results to promote the better development of enterprises.
【学位授予单位】：山西大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.6

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