粤海饲料集团绩效管理体系优化研究

发布时间：2018-04-30 06:27

本文选题：绩效指标 + 平衡积分卡　；参考：《广州大学》2017年硕士论文

【摘要】：随着经济全球化的到来,市场竞争的压力越来越大,很多传统行业受到较大冲击,企业为谋求自身发展,在加强自身技术优势的同时,也加大了对人力资源管理的要求和期望。绩效管理是人力资源管理中一个必不可少的重要环节,不仅能激发员工活力,还能改善生产效能。一套设计合理的绩效管理体系,在人力资源管理工作甚至整个企业的发展过程中都扮演着非常重要的角色。但是,在企业管理实践中,一些理解片面和绩效指标设计不合理的现象时常发生,这必然导致绩效管理无法发挥它应有的作用。有鉴于此,很多企业正在施行的绩效管理体系亟待进一步优化,这也是本文写作的目的与意义所在。本文选取了传统的水产行业的典型案例-广东粤海饲料集团为研究对象,在查阅大量文献的基础上,运用调查问卷法、访谈法等,对集团的绩效管理体系进行摸底调研,发现该体系主要存在以下问题:绩效指标难以量化,缺乏明确的评价标准;绩效管理流程不完善,没有绩效跟踪;考核结果应用不到位等。通过仔细分析后发现,导致这些问题的原因主要有:人力资源管理战略与集团战略脱节;执行度不高;员工素养不够等。在充分考虑集团实际经营运行的前提下,本文从绩效指标体系和流程运行两个方面对该集团的绩效管理体系进行了优化。以绩效管理的相关理论为指导,结合粤海饲料集团目前各层员工绩效评估现状,从不同层面分析了问题产生的原因,设计出基于KPI的绩效优化方案。该优化方案可以全面解决公司目前在员工考核方面存在的诸多问题,对公司充分调动员工积极性、提高公司经营效益有着不可替代的积极意义。
[Abstract]:With the arrival of economic globalization, the pressure of market competition is increasing, and many traditional industries have been greatly impacted. In order to seek their own development, enterprises strengthen their own technological advantages, but also increase the requirements and expectations of human resource management. Performance management is an essential and important link in human resource management, which can not only stimulate staff vitality, but also improve production efficiency. A set of reasonably designed performance management system plays a very important role in the development of human resource management and even the whole enterprise. However, in the practice of enterprise management, some phenomena of one-sided understanding and unreasonable design of performance indicators often occur, which will inevitably lead to the failure of performance management to play its due role. In view of this, many enterprises are implementing the performance management system need to be further optimized, which is the purpose and significance of this paper. This paper selects Guangdong Guangdong Guangdong Feed Group, a typical case of the traditional fishery industry, as the research object. On the basis of consulting a large number of documents, the paper makes a survey of the group's performance management system by using questionnaire and interview methods. It is found that the system has the following problems: the performance indicators are difficult to quantify, lack of clear evaluation criteria, performance management process is not perfect, there is no performance tracking, the application of evaluation results is not in place. Through careful analysis, it is found that these problems are mainly caused by the disconnection between human resource management strategy and group strategy, the low degree of execution, the lack of staff accomplishment, and so on. Considering the actual operation of the group, this paper optimizes the performance management system of the group from two aspects: the performance index system and the process operation. Under the guidance of the theory of performance management, combined with the current status of performance evaluation of Guangdong Feed Group, this paper analyzes the causes of the problems from different levels, and designs a performance optimization scheme based on KPI. This optimization scheme can comprehensively solve many problems existing in the employee assessment of the company at present, and has irreplaceable positive significance for the company to fully mobilize the enthusiasm of the staff and improve the operating efficiency of the company.
【学位授予单位】：广州大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F324.6

【参考文献】