基于关键业绩指标理论的Z公司绩效考核体系研究

发布时间：2018-03-31 09:16

本文选题：企业考核体系　切入点：关键业绩指标　出处：《大连海事大学》2017年硕士论文

【摘要】：人力资源开发与管理过程中,绩效考核是其中最基础的工作,企业在经营发展中所有的管理环节都和绩效考核有着密切的联系,在当前企业发展中人力资源开发管理越来越重要,绩效考核也自然成为了企业高度重视的部分。因此,绩效考核的方法与思想逐步被各大公司所接受应用。KPI作为企业在经营运作中最为关键的要素总结提炼,也是历经众多次实践所得到的能够对企业和个人绩效带来影响的指标;和其它的绩效指标比较,关键绩效指标能够将个人与公司和部门之间紧密联系在一起,对实现企业战略目标非常有利,同时由于关键绩效指标比其它的一些绩效指标要简单精要,在可控制性能和管理方面都比较有优势。本文以KPI指标的具体设计和应用为基础,根据企业的实际情况,结合企业的发展战略,人力资源管理、企业培训、绩效辅导、绩效反馈等手段,提出了更高要求和更加系统的绩效考核方案。通过逐层分解企业的战略目标,建立企业部门和个人的关键绩效指标,将量化的财务指标和无法量化企业文化建设指标相结合,最后建立KPI指标,使得之前绩效考核战略缺乏的弊端得到避免,使得对企业价值最为关键的经营活动的状况始终能被管理者关注和了解,使得公司的战略执行具有了强大的动力,客观的反映了企业经营目标。为了更好地设计Z公司的考核体系,需要对Z公司的考核体系进行准备;然后,通过制定Z公司的KPI、确定Z公司的KPI权重、落实KPI程序等来设计Z公司的KPI考核体系。Z公司考核体系的实施需要Z公司的组织结构科学合理,业务流程完善健全和基于KPI的企业文化环境;按照KPI绩效考核设计方案按照百分制的评分标准进行评分。通过上述分析,Z公司通过绩效考核制度的实施,在激励和员工发展,实现公司的目标,提升企业竞争力等方面的目标基本实现,达到了预期的效果。
[Abstract]:In the process of human resource development and management, performance appraisal is the most basic work.Human resource development and management are becoming more and more important in the current enterprise development, and performance appraisal has naturally become a highly valued part of the enterprise.Therefore, the methods and ideas of performance appraisal are gradually accepted by major companies as the application of .KPI as the most key elements in the operation of the enterprise summarized and refined.It is also the index that can influence the enterprise and the individual performance after many times of practice. Compared with other performance indicators, the key performance indicator can connect the individual with the company and the department closely.It is very advantageous to realize the strategic goal of the enterprise, at the same time, because the key performance index is simpler and more precise than some other performance indicators, it has more advantages in controllable performance and management.Based on the specific design and application of KPI, according to the actual situation of the enterprise, combined with the development strategy of the enterprise, human resources management, enterprise training, performance guidance, performance feedback and other means,Higher requirements and more systematic performance appraisal scheme are put forward.Through breaking down the strategic goal of the enterprise layer by layer, establishing the key performance index of the enterprise department and individual, combining the quantitative financial index with the index of the enterprise culture construction, finally establishing the KPI index.So that the lack of prior performance appraisal strategy to avoid the shortcomings, so that the most critical to the business value of the management activities can always be concerned about and understand, so that the company has a strong momentum for the implementation of the strategy.Objective reflects the business objectives of the enterprise.In order to better design the assessment system of Z Company, it is necessary to prepare the examination system of Z Company. Then, by making the KPI of Z Company, the KPI weight of Z Company is determined.Implement KPI program to design Z company's KPI examination system. The implementation of Z company's appraisal system needs Z company's organization structure scientific and reasonable, business process perfect and perfect and enterprise culture environment based on KPI;According to the KPI performance appraisal design scheme, according to the scoring standard of the percent system.Through the above analysis, through the implementation of the performance appraisal system, the company has achieved the desired results in terms of motivation and staff development, achieving the company's goal and enhancing the competitiveness of the enterprise.
【学位授予单位】：大连海事大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.2

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