MX机械公司员工绩效管理体系研究

发布时间：2018-06-14 06:24

本文选题：公司战略目标 + 员工绩效管理体系　；参考：《山西大学》2017年硕士论文

【摘要】：近来党中央提出的供给侧结构性改革方案逐步深入,新形势下,企业运营形式发生了复杂而深刻的变化,行业竞争压力也随着加大,面对“如何准确把握市场的发展趋势、如何确保企业在竞争中占据有利位置、如何制定出符合市场需求的企业战略目标、如何稳步提升产品核心竞争力”等等问题,管理者越来越意识到如果不能很好的处理诸如此类的问题必给企业带来沉重的影响。企业运营管理中的关键环节是人力资源如何配置,对公司如何运营以及提高效益非常重要,人力资源如何配置的核心问题在于如何提高员工的工作效率,就显得极其重要。本文以MX机械公司的员工绩效管理体系作为研究对象,根据对MX机械公司相关资料的搜集,并基于科学的绩效管理相关策略与手段,系统而深入地分析了MX机械公司在员工绩效管理方面所存在的关键问题。主要用理论与实例相结合的方法,从而制定恰当的改进方案及其保障措施。针对MX机械公司员工绩效管理体系研究的课题主要开展了以下几方面工作:(1)借助图书、文献、网络等途径,搜集了绩效管理相关的案例及理论,使自身具备了一定的相关理论基础,并在此基础上,构建了本课题的研究内容、研究方法和论文框架。(2)简述了MX机械公司的基本经营情况、组织架构以及各层次人员配置情况,运用实地考察、调查问卷等研究方法,了解MX机械公司绩效管理的具体情况,重点研究了员工绩效管理面临的处境和问题。(3)结合MX机械公司实际情况,并针对MX机械公司在绩效管理方面所存在的理论培训欠缺、目标制定模糊、相关制度不健全、考核指标不系统及结果利用不充分等主要问题,制定了针对了MX机械公司员工绩效管理方面的改进方案,给出了一套相对完善的实施步骤,具有很强的现实意义,通过将MX机械公司战略目标进行分解,使员工任务目标与企业目标相统一;通过建立上下级职责共同承担及多次辅导沟通机制,更利于缓解管理者与员工间的关系;通过上级对下级的沟通与辅导,更利于激发员工的主动性和积极性。(4)为保障新方案完美执行,制定了恰当的保障措施。
[Abstract]:Recently, the supply-side structural reform program put forward by the CPC Central Committee has gradually deepened. Under the new situation, the operation forms of enterprises have undergone complex and profound changes, and the competition pressure in the industry has also increased with the increase. In the face of "how to accurately grasp the development trend of the market," How to ensure that enterprises occupy a favorable position in the competition, how to formulate the strategic objectives of enterprises that meet the needs of the market, how to steadily enhance the core competitiveness of products, and so on. Managers are increasingly aware that failure to deal with such problems can have a heavy impact on the enterprise. The key link in the enterprise operation management is how to allocate human resources, which is very important to how to operate and improve the efficiency of the company. The core problem of how to allocate human resources is how to improve the working efficiency of employees, which is extremely important. This paper takes the employee performance management system of MX Machinery Company as the research object, according to the collection of relevant information of MX Machinery Company, and based on the scientific performance management related strategies and means. This paper systematically and deeply analyzes the key problems in employee performance management of MX Machinery Company. This paper mainly uses the method of combining theory with example to formulate the appropriate improvement scheme and its safeguard measures. In view of the research topic of employee performance management system of MX Machinery Company, this paper mainly carries out the following work: 1) with the help of books, literature, network and other channels, this paper collects cases and theories related to performance management. On the basis of this, the research content, the research method and the frame of the thesis are constructed. (2) the basic management, organizational structure and staffing of MX machinery company are briefly described. Using field investigation, questionnaire and other research methods, to understand the specific situation of performance management in MX machinery company, focusing on the situation and problems faced by employee performance management, combined with the actual situation of MX machinery company. In view of the lack of theoretical training in the performance management of MX machinery company, the fuzzy target formulation, the imperfect related system, the unsystematic evaluation index and the insufficient utilization of the results, etc. The improvement scheme of employee performance management in MX Machinery Company is formulated, and a set of relatively perfect implementation steps are given. It has very strong practical significance, and the strategic goal of MX Machinery Company is decomposed. To unify the goal of the employee's task with the goal of the enterprise; to establish a mechanism of joint responsibility and multiple tutoring and communication between the superior and the subordinate; to ease the relationship between the manager and the employee; to communicate and coach the subordinate through the superior, More conducive to stimulate the initiative and enthusiasm of employees. 4) to ensure the perfect implementation of the new program, the appropriate safeguard measures.
【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;F426.4

【参考文献】