JK公司绩效管理体系的研究与设计

发布时间：2018-07-01 11:19

本文选题：绩效 + 绩效管理　；参考：《南昌大学》2017年硕士论文

【摘要】：要在激烈的市场竞争环境中生存下去,企业的人力资源管理尤为重要,而绩效管理是人力资源管理的核心。绩效管理是管理者和员工共同参与制定企业绩效计划,通过绩效实施以及评估反馈的系统过程的体系。绩效管理是不断提高个人,部门和组织绩效的工具。本文对国内外绩效管理研究现状进行分析,介绍了绩效管理的相关理论。从绩效起源、绩效分类以及影响因素做了相关的阐述,对绩效管理的概念,内涵以及绩效评估也做了相应的描述,同时介绍了绩效管理体系的各个过程。通过研究JK公司的绩效管理并结合其所处光伏行业的特点,指出JK公司在当前的绩效管理中存在的不足,研究、设计和优化适合其发展阶段的绩效管理模式。指出JK公司目前绩效管理存在的三个问题,即:绩效评估等同于绩效管理;公司战略KPI设置不合理、不全面,没有按照SMART的原则来设计以及员工离职率一直处于较高的水平。针对这三个问题给出优化JK公司的KPI设计,以及根据设计的方案给出实施和评估的方法,建立合理有效的绩效管理体系。同时提出了绩效管理需要改进的方面,以实现公司的战略目标,促进员工的成长,使公司能够继续发展并保持行业前沿。
[Abstract]:In order to survive in the fierce market competition environment, the human resource management of enterprises is particularly important, and performance management is the core of human resources management. Performance management is a systematic process in which managers and employees participate in the formulation of enterprise performance plans through performance implementation and feedback evaluation. Performance management is a tool to continuously improve the performance of individuals, departments and organizations. This paper analyzes the current situation of performance management at home and abroad, and introduces the relevant theories of performance management. From the origin of performance, performance classification and influencing factors, this paper describes the concept, connotation and performance evaluation of performance management. At the same time, it introduces the process of performance management system. By studying the performance management of JK Company and combining the characteristics of its photovoltaic industry, this paper points out the shortcomings of JK Company in the current performance management, and studies, designs and optimizes the performance management model suitable for its development stage. The paper points out that there are three problems in the performance management of JK, that is, the performance evaluation is equal to the performance management, the KPI of the company strategy is not reasonable and comprehensive, it is not designed according to the principle of smart, and the employee turnover rate is always in a high level. Aiming at these three problems, the KPI design of JK Company is optimized, and a reasonable and effective performance management system is established according to the method of implementation and evaluation. At the same time, the aspects of performance management need to be improved in order to achieve the strategic objectives of the company, promote the growth of employees, enable the company to continue to develop and maintain the forefront of the industry.
【学位授予单位】：南昌大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F416.61

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