LNSM公司员工绩效考评体系再设计研究

发布时间：2018-07-05 08:09

本文选题：绩效考评 + 考评指标　；参考：《山东理工大学》2017年硕士论文

【摘要】：企业经营效益归根到底在于员工,员工的绩效不仅与员工的利益密切相关,更与企业的经营绩效与竞争力有决定性的影响作用。目前,我国企业对员工绩效的考核普遍存在问题,尤其是中小企业员工绩效考核更是不规范,企业一直饱受员工绩效问题的困扰,在当今信息技术不断强化的时代,员工绩效对企业经营的影响更加显著突出,通过科学的考评体系和方法在对员工绩效改进的同时,更有助于对企业经营目标的实现。科学的绩效考评体系在人力资源体系中居于核心地位,其它人力资源职能以此展开,员工绩效考核体系设计的科学与否,直接影响到整个人力资源职能的开展和员工的积极性,对企业战略目标的实现至关重要。为此,企业应根据自身的发展战略目标,设计科学的绩效考评体系,这对于解决我国企业绩效考评中普遍存在的问题具有重要价值。本文以LNSM公司为研究对象,对公司的绩效考评体系进行研究,在解决LNSM公司绩效考评问题的同时,也为其它企业提供了借鉴价值。LNSM公司是一家从事百货零售、商贸、商业地产管理、酒店管理等业务的国有大型企业,员工以营销类为主,在现实经营过程中,出现了绩效考评的种种问题,本文通过对LNSM公司绩效考评方案的研究和对公司员工的走访中,发现目前LNSM公司绩效考评存在考评方法单一且不规范、考评过程不透明与形式化、考评主体单一与缺乏培训、考评结果缺乏双向沟通与反馈等问题,并从考评制度、结果应用、文化氛围与上下级的意识等方面进行了原因分析,通过对LNSM公司员工绩效考评现状、问题与原因分析的基础上,明确LNSM公司员工绩效考评体系再设计的原则、目的,对员工实施工作分析,进而对LNSM公司的绩效考评体系,从考评周期、指标、主体、方法、流程、反馈和结果应用各方面进行详细的再设计,并从完善员工绩效考核制度、加强上下员工的重视程度、建立双向沟通反馈机制和绩效考评结果多样化几个方面的保障措施,确保LNSM公司员工绩效再设计体系的实施,并为其它企业提供借鉴,具有重要的理论与实践意义。
[Abstract]:In the final analysis, the enterprise management benefit lies in the employee, the employee's performance is not only closely related with the employee's benefit, but also has the decisive influence function with the enterprise's management performance and the competition ability. At present, there are many problems in the performance appraisal of our country's enterprises, especially in the small and medium-sized enterprises, the performance appraisal of the employees is not standardized, the enterprises have been plagued by the performance problems of the employees, in the era of information technology is constantly strengthened. The impact of employee performance on enterprise management is more prominent. The scientific evaluation system and methods can improve the performance of employees and help to achieve the business objectives. The scientific performance appraisal system occupies the core position in the human resources system, the other human resources function develops with this, whether the staff performance appraisal system design scientifically, directly affects the entire human resources function development and the staff enthusiasm. It is very important to realize the strategic goal of the enterprise. Therefore, enterprises should design a scientific performance appraisal system according to their own development strategic objectives, which is of great value to solve the common problems in enterprise performance evaluation in our country. This paper takes LNSM company as the research object, carries on the research to the company's performance appraisal system, not only solves the LNSM company performance appraisal question, but also provides the reference value for other enterprises. LNSM company is engaged in the department store retail, the commerce, Large state-owned enterprises, such as commercial real estate management, hotel management, and so on, whose employees are mainly in the category of marketing, have all sorts of problems of performance appraisal in the actual operation process. In this paper, through the study of LNSM's performance appraisal scheme and the interview with its employees, it is found that there are single and non-standard evaluation methods, opaque and formalized evaluation process, single subject and lack of training in the performance appraisal of LNSM Company. The evaluation results lack of two-way communication and feedback, and from the evaluation system, application of the results, cultural atmosphere and awareness of the superior and subordinate, and so on, through the LNSM employee performance evaluation status quo, Based on the analysis of the problems and causes, this paper clarifies the principle and purpose of redesigning the employee performance appraisal system of LNSM Company, and then analyzes the performance appraisal system of LNSM Company from the evaluation cycle, index, main body, method, process, etc. The feedback and results are redesigned in detail from the aspects of perfecting the employee performance appraisal system, strengthening the attention of the upper and lower employees, establishing the two-way communication feedback mechanism and the diversification of the performance appraisal results. It is of great theoretical and practical significance to ensure the implementation of LNSM employee performance redesign system and to provide reference for other enterprises.
【学位授予单位】：山东理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F276.1

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