广西BS投资集团田东公司中层管理人员绩效考核问题研究

发布时间：2018-10-09 08:38

【摘要】：进入21世纪以来,由于经济全球化的影响,各国之间的竞争越来越激烈,中国的企业在面临经济全球化的进程中,不仅要想方设法的抓住机遇,同时也要接受巨大的挑战。我国投资企业的市场化行为使得同行业的竞争更加的激烈。此时,企业的战略管理也变得尤为重要,一个企业战略的成功制定和执行不仅能够提高企业的竞争力,还使得企业更具有凝聚力,以促进企业长期稳定的发展。然而传统的绩效考核无法满足现代企业内部管理的需要,因此,迫切需要一套能够长效的激励约束机制,加强内部管理,提升企业业绩,以进行管理变革,以免在未来竞争潮流中被淘汰。本文以广西BS投资集团田东公司部门管理人员为研究对象,以该公司的战略发展规划、运营状况及人力资源现状为研究基础,为更好的解决管理人员的培训和工作状态,给员工搭建一个成就个人事业的平台,给企业创造一个持续发展的空间,因此,有必要为管理人员构建行之有效的绩效考核体系。本文通过对该公司的实际调查,收集相关数据,并从中分析出该公司现有绩效考核制度的不足之处。综合分析后,根据目前部门管理人员的工作性质、特点及现状,以绩效考核相关的理论为基础,提出“360度+KPI”的绩效考核方法,以此来优化和完善广西BS投资集团田东公司现行绩效考核体系。在分析和研究的过程中,采用的360度绩效考核方法和KPI绩效考核方法相结合的方式确定各考核指标及权重,并制定相应的考核标准,最后提出与部门管理人员相匹配的实施方案。该方案的具体实施过程包括:确定绩效考核的目标、确定绩效考核的使用原则、绩效考核的实施流程、对绩效结果进行沟通与反馈、构建申诉机制以及对绩效考核结果的具体应用。希望通过本文对绩效考核体系设计和考核方法的讲解能对公司的部门管理人员有所帮助,为公司战略目标的顺利实现提供现实依据。
[Abstract]:Since the 21st century, due to the impact of economic globalization, the competition between countries is becoming more and more fierce. In the process of facing the economic globalization, Chinese enterprises should not only try their best to seize the opportunity, but also accept the huge challenge. The market-oriented behavior of Chinese investment enterprises makes the competition of the same industry more intense. At this time, the strategic management of the enterprise has become particularly important. The successful formulation and implementation of an enterprise strategy can not only improve the competitiveness of the enterprise, but also make the enterprise more cohesive, in order to promote the long-term and stable development of the enterprise. However, the traditional performance appraisal can not meet the needs of modern enterprises' internal management. Therefore, it is urgent to have a set of long-term incentive and restraint mechanism to strengthen internal management and improve enterprise performance in order to carry out management reform. To avoid being eliminated in the future competitive trend. This article takes the department manager of Tian Dong Company of Guangxi BS Investment Group as the research object, takes the strategic development plan, the operation condition and the present situation of human resources of the company as the research foundation, in order to better solve the training and working condition of the manager. It is necessary to build an effective performance appraisal system for managers to build a platform to achieve personal career and create a sustainable development space for enterprises. In this paper, through the actual investigation of the company, collect the relevant data, and analyze the shortcomings of the existing performance appraisal system. After comprehensive analysis, according to the working nature, characteristics and current situation of department managers, and based on the theory of performance appraisal, the paper puts forward the performance appraisal method of "360-degree KPI". In order to optimize and improve Guangxi BS investment group Tian Dong performance appraisal system. In the process of analysis and research, the 360-degree performance appraisal method and the KPI performance appraisal method are adopted to determine the evaluation indexes and weights, and the corresponding assessment standards are formulated. Finally, the implementation scheme matching with the department manager is put forward. The specific implementation process of the scheme includes: to determine the objectives of performance appraisal, to determine the use of performance appraisal principles, performance appraisal implementation process, to communicate and feedback performance results, Construct the appeal mechanism and the concrete application to the performance appraisal result. It is hoped that the design of the performance appraisal system and the explanation of the evaluation method can be helpful to the department managers of the company and provide a realistic basis for the smooth realization of the company's strategic objectives.
【学位授予单位】：广西大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F299.233.4

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