DJ公司绩效考核管理体系优化设计研究

发布时间：2018-03-17 21:06

本文选题：人力资源管理　切入点：绩效考核　出处：《吉林大学》2017年硕士论文　论文类型：学位论文

【摘要】：随着全球经济一体化进程的加快,网络、电子信息技术日益普及,各个国家的企业竞争日益激烈,国际市场风云变幻莫测。这对于中国企业而言,既是机遇,也是挑战。此外,中国加入世贸组织后,经济得到了长足的可持续发展,然而很多企业在管理未来绩效方面却存在诸多不足之处,有待于完善与改进。实践证明,构建科学的企业绩效考核管理架构,充实理论与实践经验,能够协助企业健全绩效评估体系,同时实现体系的系统化、科学化,提升企业运营的效率,为企业创造巨大的经济效益与社会效益,也更有利于提升目标战略的实施水平。所以,绩效管理在企业经营的过程中发挥至关重要的作用,而绩效管理的核心是绩效考核,因此本文结合DJ公司实际,将绩效考核这个最为重要的环节作为研究的重点,进行综合分析和研究,并针对存在的问题,提出改进建议,对DJ公司绩效考核体系重新优化设计。本文在撰写的过程中,首先采取文献法。搜集、浏览了大量的文献资料,详尽地归纳了国内外企业绩效考核方面的理论,对于各理论的优点和缺点进行了综合的分析;同时采取调查方法。立足于DJ公司的实际情况,通过调查问卷的形式,归纳总结DJ公司在绩效考核与评价方面存在的缺点与不足之处。采取借鉴法。然后按照Google公司采用OKR绩效考核的理论,在公司原有KPI考核体系、两率制的基础上,对于DJ公司的绩效考核体系进行优化。采取创新设计法。通过企业中后台和前台考核关系、绩效问责目标、日常绩效监督和辅导、绩效考核和反馈以及结果运用等相关制度,加以细化与修正。并对前台业务部门进行OKR关于目标制定、关键结果分解、行动计划、执行与评分等方面进行详细的部署。重点定义了考核主体的概念,拟定了考核原则,界定了考核的周期与流程,并采取层次分析法构建与健全了考核指标体系;同时,为了DJ公司绩效考核体系的顺利执行,又阐明了具体的保障措施,提出应重视人力资源管理中对组织成员这一宝贵资源的经营,要强化员工在企业文化利益面前的自我约束,通过绩效问责制实现企业战略与个人目标的结合,为如何执行绩效考核体系指明了方向。以上研究手段、方法与内容,具有深刻的理论与现实意义,将为DJ公司以及类似相关企业建立科学先进、易于实施的绩效考核机制,快速提升经济效益,提供有价值的理论与实践方面的依据。
[Abstract]:With the acceleration of the process of global economic integration, the increasing popularity of network and electronic information technology, the increasingly fierce competition among enterprises in various countries, and the vagaries of the international market, this is both an opportunity and a challenge for Chinese enterprises. After China's entry into the WTO, the economy has achieved a great deal of sustainable development. However, many enterprises have many deficiencies in the management of future performance, which need to be improved and improved. To construct a scientific management framework of enterprise performance appraisal, enrich the theory and practice experience, can help enterprises to perfect the performance evaluation system, at the same time, realize the systematization and scientization of the system, and improve the efficiency of the enterprise operation. Therefore, performance management plays an important role in the process of enterprise management, and the core of performance management is performance appraisal. Therefore, combining with the practice of DJ Company, this paper takes the performance appraisal as the most important part of the research, carries on the comprehensive analysis and the research, and puts forward the improvement suggestion in view of the existing problems. In the process of writing, the author firstly adopts the literature method. Through collecting and browsing a lot of literature, the author sums up the theory of performance appraisal at home and abroad in detail. The advantages and disadvantages of each theory are analyzed synthetically. At the same time, the survey method is adopted. Based on the actual situation of DJ company, the form of questionnaire is adopted. The shortcomings and shortcomings of DJ company in performance appraisal and evaluation are summarized and summarized. Then according to the theory of OKR performance appraisal adopted by Google Company, on the basis of the original KPI appraisal system and two-rate system, the author uses the method of reference. Optimize the performance appraisal system of DJ company. Adopt innovative design method. Through the background and foreground evaluation relationship, performance accountability goal, daily performance supervision and guidance, performance appraisal and feedback, and application of results and other related systems, Detail and revise it, and make detailed deployment of OKR on target formulation, key result decomposition, action plan, execution and grading, etc. The concept of the subject is defined, and the evaluation principle is drawn up. This paper defines the cycle and process of appraisal, and adopts AHP to construct and perfect the evaluation index system. At the same time, in order to carry out the performance appraisal system of DJ company smoothly, the concrete safeguard measures are expounded. This paper puts forward that we should pay attention to the management of organization members in human resource management, strengthen the self-restraint of employees in front of the interests of corporate culture, and realize the combination of corporate strategy and personal goals through the performance accountability system. The research methods, methods and contents mentioned above have profound theoretical and practical significance. It will set up a scientific and advanced performance appraisal mechanism for DJ companies and similar related enterprises, which is easy to implement. To improve economic efficiency quickly and provide valuable theoretical and practical basis.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F832.39

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