基于BSC的大方房地产公司绩效考核体系优化研究
发布时间：2019-05-24 15:33
【摘要】：人力资源管理是企业实施科学化管理的重要手段,对企业的生存和发展起着重要的推动作用。绩效考核作为人力资源管理的重要组成部分,它能够客观评价企业经营业绩,发现经营管理中存在的问题,为问题解决提供决策依据。对于大方房地产公司这样的中小型民营企业来说,将现代化的绩效考核理念引入公司的人力资源管理体系中,必将对企业的发展起到推动作用。本文首先从绩效考核的内容、方式等方面对大方房地产公司绩效考核的现状进行介绍。通过问卷调查的方式对考核现状存在的问题进行分析。针对公司管理人员和员工代表发放了100张调查问卷,分析现有考核体系在设计和执行过程中存在的问题。问卷调查的结果表明,当前考核体系不能够有效支持大方房地产公司的发展战略,考核指标没有反应企业重要经营内容,考核执行过程流于形式。造成这些问题的原因在于绩效考核体系设计过程中没有进行战略分解,考核指标设置缺乏长远性,考核过程中缺乏沟通和反馈。针对这些问题,本文阐述了在大方房地产公司引入平衡计分卡理念的重要作用。在明确存在问题的基础上,本文对绩效考核体系进行了改进,结合公司争创一流企业的扩张型发展战略,借鉴平衡计分卡的四个维度设计了绩效考核指标体系,利用层次分析法计算了指标权重。对新旧考核体系做了对比分析。为了使得考核体系能够顺利实施,最后提出了保障措施,包括了建立领导机构、加强员工培训等,对考核体系实施的难点进行分析,提出了争取管理层重视、建立组织机构、营造绩效文化和加强基础管理等解决对策。
[Abstract]:Human resource management is an important means for enterprises to implement scientific management, which plays an important role in promoting the survival and development of enterprises. As an important part of human resource management, performance appraisal can objectively evaluate the business performance of enterprises, find the problems existing in management, and provide decision-making basis for problem solving. For small and medium-sized private enterprises such as generous real estate companies, the introduction of modern performance appraisal concept into the company's human resources management system will certainly promote the development of enterprises. First of all, this paper introduces the present situation of performance appraisal of generous real estate companies from the aspects of the content and mode of performance appraisal. Through the way of questionnaire survey, this paper analyzes the problems existing in the present situation of examination. A total of 100 questionnaires were sent out for company managers and employee representatives to analyze the problems existing in the design and implementation of the existing assessment system. The results of questionnaire survey show that the current assessment system can not effectively support the development strategy of generous real estate companies, the assessment index does not reflect the important business content of the enterprise, and the assessment implementation process is mere formality. The reasons for these problems lie in the lack of strategic decomposition in the design process of the performance appraisal system, the lack of long-term evaluation index setting, and the lack of communication and feedback in the evaluation process. In view of these problems, this paper expounds the important role of introducing the concept of balanced scorecard in generous real estate companies. On the basis of defining the existing problems, this paper improves the performance appraisal system, designs the performance appraisal index system with reference to the four dimensions of the balanced scorecard, combined with the expansionary development strategy of the company to create a first-class enterprise, and draws lessons from the four dimensions of the balanced scorecard. The index weight is calculated by analytic hierarchy process (AHP). The new and old assessment system is compared and analyzed. In order to ensure the smooth implementation of the assessment system, finally, the safeguard measures are put forward, including the establishment of leading organizations, the strengthening of staff training, the analysis of the difficulties in the implementation of the assessment system, and the establishment of organizational institutions to strive for the attention of management. Create a performance culture and strengthen basic management and other countermeasures.
【学位授予单位】：兰州理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F299.233.4;F272.92
本文编号：2484982
[Abstract]:Human resource management is an important means for enterprises to implement scientific management, which plays an important role in promoting the survival and development of enterprises. As an important part of human resource management, performance appraisal can objectively evaluate the business performance of enterprises, find the problems existing in management, and provide decision-making basis for problem solving. For small and medium-sized private enterprises such as generous real estate companies, the introduction of modern performance appraisal concept into the company's human resources management system will certainly promote the development of enterprises. First of all, this paper introduces the present situation of performance appraisal of generous real estate companies from the aspects of the content and mode of performance appraisal. Through the way of questionnaire survey, this paper analyzes the problems existing in the present situation of examination. A total of 100 questionnaires were sent out for company managers and employee representatives to analyze the problems existing in the design and implementation of the existing assessment system. The results of questionnaire survey show that the current assessment system can not effectively support the development strategy of generous real estate companies, the assessment index does not reflect the important business content of the enterprise, and the assessment implementation process is mere formality. The reasons for these problems lie in the lack of strategic decomposition in the design process of the performance appraisal system, the lack of long-term evaluation index setting, and the lack of communication and feedback in the evaluation process. In view of these problems, this paper expounds the important role of introducing the concept of balanced scorecard in generous real estate companies. On the basis of defining the existing problems, this paper improves the performance appraisal system, designs the performance appraisal index system with reference to the four dimensions of the balanced scorecard, combined with the expansionary development strategy of the company to create a first-class enterprise, and draws lessons from the four dimensions of the balanced scorecard. The index weight is calculated by analytic hierarchy process (AHP). The new and old assessment system is compared and analyzed. In order to ensure the smooth implementation of the assessment system, finally, the safeguard measures are put forward, including the establishment of leading organizations, the strengthening of staff training, the analysis of the difficulties in the implementation of the assessment system, and the establishment of organizational institutions to strive for the attention of management. Create a performance culture and strengthen basic management and other countermeasures.
【学位授予单位】：兰州理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F299.233.4;F272.92
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