B公司绩效考核体系优化设计

发布时间：2018-04-09 15:47

本文选题：绩效考核　切入点：指标体系　出处：《郑州大学》2017年硕士论文

【摘要】：在经济全球化这样的背景下,面对市场上存在的机遇与巨大的竞争,提高绩效,把握各种机遇,在竞争中取得胜利,已成为在企业中生存,获得更大发展潜力的必然选择。绩效考核又称绩效评估、人事考核,企业人力资源管理的核心就是它。它涉及到员工对企业长期人力资源进行规划、薪酬管理、对员工关系进行维护及对员工进行激励等很多方面的内容。通过绩效考核,可以找到员工在工作中的差距,以便采取更好的改进手段,保证企业经营目标可以完美地得到实现。因此,要想提高整个企业的绩效,先致力于提高每个员工的绩效是必不可少的过程,同时也会随之提高企业的生产力和价值,企业的竞争优势也因此获得。B公司目前存在的绩效考核体系已不再适应企业的发展,在某种程度上了影响了员工工作的工作能力、积极性和创造性的发挥,阻碍了公司的发展。本文旨在为B公司制定一个新的改进过的绩效考核体系,使每个员工的绩效得到提高和改进,这样企业的综合实力会随之得到很大的提高,有利于企业的高效合理的发展。本文首先概述绩效考核的相关理论基础,其次对B公司绩效考核现状进行分析,找出存在的问题及原因,继而通过分析员工的工作,结合公司实际情况,不仅为B公司的绩效考核制定了指标体系和各个指标相应的权重或者评分标准,还制定了绩效的考核周期和考核方法,再次是提出把考核结果反馈给被考核者,以便在工作中扬长避短,并建议将考核结果应用员工的培训开发、等级升降、薪酬管理及人员调动等配套方案,最后是在实际情况中运用新的绩效考核体系。通过对B公司绩效考核的改进,建议将改进过的绩效考核体系切实、完善地实施,使公司在人力资源管理的基础工作上打好结实的基础,这对公司是极其重要的。首先可以将考核结果用于薪酬奖励,这样员工才会积极地做好工作;其次可以将考核结果运用于员工的培训和开发,结果反映的不足之处,有针对地对其进行培训,防止以后的工作中出现类似的情况。然后考核结果还可以运用于工作岗位的分配,根据结果可以为员工分配其最适合的工作岗位,确保每个人都发挥了自己最大的才能;最后可以将考核结果运用于工作职位的升降,表现优异的给予提升,表现差的给予降职处理,这样员工的工作积极性会充分调动起来,为公司贡献自己的最大力量,因此公司也能更好的发展。
[Abstract]:Under the background of economic globalization, in the face of the opportunity and huge competition in the market, improving performance, grasping all kinds of opportunities and winning in the competition have become the inevitable choice to survive in the enterprise and gain greater development potential.Performance appraisal is also called performance appraisal, personnel appraisal, the core of enterprise human resource management is it.It involves many aspects, such as staff planning long-term human resources, salary management, maintaining employee relations and motivating employees.Through the performance appraisal, we can find the gap between the employees in the work, in order to take better improvement measures to ensure that the business objectives can be achieved perfectly.Therefore, in order to improve the performance of the whole enterprise, it is necessary to focus on improving the performance of each employee, and at the same time, it will improve the productivity and value of the enterprise.Therefore, the competitive advantage of the enterprise also obtains the existing performance appraisal system of company. B no longer adapts to the development of the enterprise, to a certain extent, it affects the work ability of the staff, exerts its enthusiasm and creativity, and hinders the development of the company.The purpose of this paper is to establish a new and improved performance appraisal system for Company B, so that the performance of each employee can be improved, so that the comprehensive strength of the enterprise will be greatly improved, which is conducive to the efficient and reasonable development of the enterprise.This paper first summarizes the relevant theoretical basis of performance appraisal, then analyzes the current situation of performance appraisal in Company B, finds out the existing problems and causes, and then through the analysis of the work of employees, combined with the actual situation of the company.Not only has the index system and the corresponding weight or scoring standard of each index been formulated for the performance appraisal of B Company, but also the performance appraisal cycle and evaluation method have been formulated. Again, it is proposed to feedback the results of the assessment to the person to be assessed.It is suggested that the evaluation result should be applied to the training and development of the staff, the grade rise and fall, the salary management and the personnel transfer and so on. Finally, the new performance appraisal system should be applied in the actual situation.Through the improvement of the performance appraisal of company B, it is suggested that the improved performance appraisal system should be carried out practically and perfectly, so that the company can lay a solid foundation for the basic work of human resources management, which is extremely important to the company.First of all, we can use the results of the examination to reward the compensation, so that the employees can do their work well. Secondly, the results can be applied to the training and development of the employees. The results reflect the shortcomings and train them in a targeted manner.Prevent similar situations in future work.Then the assessment results can also be applied to the distribution of jobs, according to the results can be assigned to the most suitable position for employees, to ensure that everyone has played their best talent;Finally, we can apply the assessment results to the promotion of work positions, the promotion of outstanding performance, and the demotion of poor performance. In this way, employees' enthusiasm for work will be fully mobilized and their greatest strength will be contributed to the company.Therefore, the company can also develop better.
【学位授予单位】：郑州大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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