HKX公司绩效管理改进策略研究
发布时间：2018-12-17 00:32
【摘要】：在我国经济新常态下,各种新情况层出不穷:资本、土地与自然资源稀缺程度加重,各市场的产品需求更加多样化,人力资源的价值化、资本化具有明显趋势,人力资源的素质普遍提升,人才流动性加大等。企业想要突破人力资源与环境约束的限制,就必须依靠技术和管理创新,而人力资源作为技术与管理创新的主要载体,其重要性不言而喻[1]。因而,在人力资源管理方面,企业也应该与时俱进,积极迎接新常态带来的机遇和挑战。随着我国居民消费水平的提高,零售行业也日渐壮大和成熟,大批竞争者不断涌入,近年来电商模式的发展又给百货业带来了“大震荡”,以百货业为代表的传统零售业压力不断增大,整个行业迎来了转型期,百货公司要想在这场优胜劣汰的战役中生存,必须加快改革速度,调整发展策略。其中,最重要的一环就是“人才的管理”,人才管理的最关键部分就是绩效管理,管理实践证明,有效的绩效管理对构建企业的核心竞争力起着关键的作用,也是执行战略目标与人才管理的重要工具。本文以一个正处于成长期的民企——HKX公司为具体研究对象,首先以绩效管理理论为基础,通过访谈、问卷调查等方法对该公司的人力资源管理基本情况以及绩效管理现状进行了深入的实地调查。然后,结合HKX公司的发展战略规划目标与HKX公司绩效管理现状,对HKX公司的现状进行全面深入地分析,找出HKX公司绩效管理方面存在的主要问题,接着运用AVB调查问卷对绩效管理问题背后的员工胜任力进行分析,并通过原因分析深层次的挖掘出制约公司实现战略发展目标的关键因素,主要是绩效管理体系和员工心理资本的问题。最后,针对HKX在绩效管理上存在的制约公司发展的因素,结合公司所处的新常态环境以及民营企业的特点,提出合理的改进建议以供参考,为提升HKX公司的人力资源竞争优势提供发展方向,帮助公司打造高效率的员工团队,突破现有的发展难关,并获得人才竞争优势支撑企业战略目标的实现。这些建议也为同行业中的民营企业面对新环境,进行绩效管理改进提供借鉴。
[Abstract]:Under the new normal state of China's economy, various new situations emerge in endlessly: capital, land and natural resources are becoming more scarce, the demand for products in various markets is more diversified, the value of human resources is becoming more and more valuable, and there is a clear trend of capitalization. The quality of human resources is generally improved, talent mobility increases. In order to break through the restriction of human resources and environment, enterprises must rely on technology and management innovation. As the main carrier of technology and management innovation, the importance of human resources is self-evident [1]. Therefore, in the aspect of human resource management, enterprises should keep pace with the times and actively meet the opportunities and challenges brought by the new normal. With the improvement of the consumption level of Chinese residents, the retail industry is growing stronger and more mature, and a large number of competitors are constantly coming in. In recent years, the development of e-commerce mode has brought "great shock" to the department store industry. The pressure of traditional retailing, represented by the department store, is increasing, and the whole industry is undergoing a period of transformation. If the department store wants to survive in this battle of survival of the fittest, it must speed up the reform and adjust the development strategy. Among them, the most important part is "talent management", and the most important part of talent management is performance management. The practice of management has proved that effective performance management plays a key role in building the core competitiveness of enterprises. It is also an important tool for implementing strategic objectives and talent management. This paper takes HKX Corporation, a private enterprise in the growing period, as the specific research object. Firstly, based on the theory of performance management, through interviews, The basic situation of human resource management and the present situation of performance management of the company were investigated by questionnaire and other methods. Then, combined with the development strategic planning goal of HKX company and the current situation of HKX company performance management, this paper makes a comprehensive and in-depth analysis of the current situation of HKX company, and finds out the main problems in HKX company performance management. Then we use the AVB questionnaire to analyze the competency of the employees behind the performance management problem, and dig out the key factors that restrict the company to achieve the strategic development goal through the cause analysis. Mainly is the performance management system and the employee psychological capital question. Finally, in view of the factors that restrict the development of HKX in performance management, combined with the new normal environment of the company and the characteristics of private enterprises, the paper puts forward some reasonable suggestions for reference. In order to promote the human resource competitive advantage of HKX company, it provides the development direction, helps the company to build the high efficiency staff team, breaks through the present development difficulty, and obtains the talented person competitive advantage to support the realization of the enterprise strategic goal. These suggestions also provide reference for the private enterprises in the same industry to face the new environment and improve their performance management.
【学位授予单位】：湘潭大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F721
本文编号：2383319
[Abstract]:Under the new normal state of China's economy, various new situations emerge in endlessly: capital, land and natural resources are becoming more scarce, the demand for products in various markets is more diversified, the value of human resources is becoming more and more valuable, and there is a clear trend of capitalization. The quality of human resources is generally improved, talent mobility increases. In order to break through the restriction of human resources and environment, enterprises must rely on technology and management innovation. As the main carrier of technology and management innovation, the importance of human resources is self-evident [1]. Therefore, in the aspect of human resource management, enterprises should keep pace with the times and actively meet the opportunities and challenges brought by the new normal. With the improvement of the consumption level of Chinese residents, the retail industry is growing stronger and more mature, and a large number of competitors are constantly coming in. In recent years, the development of e-commerce mode has brought "great shock" to the department store industry. The pressure of traditional retailing, represented by the department store, is increasing, and the whole industry is undergoing a period of transformation. If the department store wants to survive in this battle of survival of the fittest, it must speed up the reform and adjust the development strategy. Among them, the most important part is "talent management", and the most important part of talent management is performance management. The practice of management has proved that effective performance management plays a key role in building the core competitiveness of enterprises. It is also an important tool for implementing strategic objectives and talent management. This paper takes HKX Corporation, a private enterprise in the growing period, as the specific research object. Firstly, based on the theory of performance management, through interviews, The basic situation of human resource management and the present situation of performance management of the company were investigated by questionnaire and other methods. Then, combined with the development strategic planning goal of HKX company and the current situation of HKX company performance management, this paper makes a comprehensive and in-depth analysis of the current situation of HKX company, and finds out the main problems in HKX company performance management. Then we use the AVB questionnaire to analyze the competency of the employees behind the performance management problem, and dig out the key factors that restrict the company to achieve the strategic development goal through the cause analysis. Mainly is the performance management system and the employee psychological capital question. Finally, in view of the factors that restrict the development of HKX in performance management, combined with the new normal environment of the company and the characteristics of private enterprises, the paper puts forward some reasonable suggestions for reference. In order to promote the human resource competitive advantage of HKX company, it provides the development direction, helps the company to build the high efficiency staff team, breaks through the present development difficulty, and obtains the talented person competitive advantage to support the realization of the enterprise strategic goal. These suggestions also provide reference for the private enterprises in the same industry to face the new environment and improve their performance management.
【学位授予单位】：湘潭大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F721
【参考文献】
相关期刊论文 前1条
1 姚健;;浅谈组织发展(OD)及其发展趋势[J];企业导报;2010年02期
，本文编号：2383319
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