基于胜任力A公司中高层管理者绩效管理体系设计

发布时间：2018-06-20 04:10

本文选题：胜任力 + A公司　；参考：《首都经济贸易大学》2017年硕士论文

【摘要】：随着国内外市场融合力度的不断加强,国内企业所面临的市场环境日渐复杂,行业和岗位竞争随之更为激烈性,在此背景下,市场竞争和技术改革的不确定性及创新性,人员流动性和组织变革性更为明显,其引发的问题更为突出。因此人力资源管理和绩效考核管理的作用就更为突出。然不可忽略的是,在企业中中高层作为引领者和决策制定者,其绩效考核方式和方法具有其所处岗位的特殊性,如果忽略此种特殊性势必会导致中高层人员频繁流失及波动。为解决以上问题,国内外针对优秀绩效管理团队及胜任力模型的研究日渐深入,并尝试以规范制度和管理体系的高效应用来提升企业自我管理能力,以增强企业的竞争力及保障中高管理层的稳定性。胜任力在现代企业中人力资源管理多被视为可辅助企业组织或者员工群体提升工作效率的重要工具,但是其运用的有效性与否和在组织功能价值中能否充分发挥自身的优势和作用,实际也需要依靠企业的全部人力资源管理辅助因素,及人力资源管理工具、方法的精准有效性。为进一步探究中高层管理者绩效考核管理对企业的作用和影响,以及更为明确的分析企业中高层管理者绩效考核管理模式的适应性,文中以A公司中高层管理者的绩效管理方式和绩效考核中存在的困境及问题作为研究对象,在基于胜任力的前提下进行相关绩效考核理论的归纳和总结,并尝试设计A公司中高层管理者绩效管理体系。在实际操作中,将本课题的研究分为五个章节。第一章是绪论,主要概述研究背景、研究意义、研究方法和研究内容;第二章是相关理论与文综,相关理论方面阐述胜任力、绩效、绩效管理三项概念的内涵及与本课题研究的相关度,相关理论方面阐述冰山理论、洋葱模型、绩效管理体系,并分析三者与本课题研究的关联,进而进行国内外相关文献的归纳和总结;第三章主要探讨和分析A公司中高层管理者的绩效管理现状及问题。在分析过程中,除A公司中高层管理者的绩效管理现状的概述之外,在针对该公司中高层对绩效考核的满意度方面主要使用了问卷调查的方式。进而分析A公司中高层管理者的绩效管理中存在的问题及引发原因,归纳总结出构建基于胜任力的绩效考核体系的必要性;第四章中基于胜任力优化A公司中高层管理者绩效管理体系,从设计原则、设计思路及流程、绩效考核体系框架的设计、绩效考核体系的构建、绩效考核体系应用保障几个层面进行分析和阐述;第五章为总结部分。
[Abstract]:With the strengthening of the integration of domestic and foreign markets, the market environment faced by domestic enterprises is becoming more and more complex, and the competition between industries and jobs becomes more intense. Under this background, the uncertainty and innovation of market competition and technological reform are becoming more and more serious. Personnel mobility and organizational change are more obvious, and the problems caused by them are more prominent. Therefore, the role of human resources management and performance appraisal management is more prominent. However, it can not be ignored that, as leaders and decision makers, the performance appraisal methods and methods have their own special position, if they ignore this particularity, it will lead to frequent loss and fluctuation of senior and middle level personnel. In order to solve the above problems, the domestic and foreign research on the excellent performance management team and competency model is deepening day by day, and try to improve the enterprise self-management ability by standardizing the system and the high efficiency of the management system. To enhance the competitiveness of enterprises and ensure the stability of senior management. Competence in modern enterprises is often regarded as an important tool to assist organizations or staff groups to improve their work efficiency. However, whether its application is effective or not and whether it can give full play to its own advantages and functions in the value of organizational function depends on the accuracy and effectiveness of all the auxiliary factors of human resource management, human resource management tools and methods. In order to further explore the role and influence of performance appraisal management of middle and senior managers on enterprises, and to analyze the adaptability of performance appraisal management mode of senior managers in enterprises more clearly. In this paper, the performance management methods of senior managers in company A and the difficulties and problems in performance appraisal are taken as the research objects, and the relevant performance appraisal theories are summarized and summarized based on competency. And try to design A company senior management performance management system. In practice, the research of this topic is divided into five chapters. The first chapter is the introduction, mainly summarizes the research background, the research significance, the research method and the research content; the second chapter is the correlation theory and the literature synthesis, the correlation theory aspect elaboration competency, the performance, The connotation of the three concepts of performance management and its relevance to the study of this topic, the related theory of iceberg theory, onion model, performance management system, and analysis of the relationship between the three and this research, The third chapter mainly discusses and analyzes the current situation and problems of performance management of senior managers in company A. In the process of analysis, in addition to the summary of the current situation of the performance management of the senior managers in company A, the questionnaire survey is mainly used for the satisfaction of the middle and senior managers of the company. Then it analyzes the problems and causes in the performance management of senior managers in company A, and summarizes the necessity of constructing the performance appraisal system based on competency. The fourth chapter optimizes the performance management system of senior managers in company A based on competency, from the design principles, design ideas and processes, performance appraisal system framework design, performance appraisal system construction, Performance appraisal system application security analysis and elaboration of several levels; the fifth chapter is the summary part.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

【参考文献】