河南TF公司绩效考核体系优化研究

发布时间：2018-03-24 00:22

本文选题：绩效考核　切入点：绩效考核体系　出处：《郑州大学》2017年硕士论文

【摘要】：在现代企业运营管理中,人力资源管理对于企业的发展乃至兴亡至关重要。而绩效考核体系作为人力资源管理过程中的重要一环,能够帮助企业提高运营效率、推进战略实施、提升综合竞争实力。企业的持续健康发展离不开科学、系统的绩效考核体系,现在,如何建立起一套高效的绩效考核体系被越来越多的企业所重视。本文以TF公司为研究对象,针对绩效考核体系中出现的问题提出优化设计方案,帮助企业提升绩效考核水平。首先,阐述了TF公司原有的绩效考核体系,介绍了公司概况、组织框架、人力资源状况基本情况,重点围绕绩效考核主体、对象、周期、方法和流程、结果运用等几个方面描述。而后,通过开展随机访谈调查、问卷调查等相关方法,找出了TF公司绩效考核体系现状及存在的一些问题,包括:绩效考核主体单一、绩效考核指标设计不科学、考核结果运用方式单一、绩效考核结果沟通不足、绩效考核独立性差等。通过图表分析结合相关绩效考核理论,进一步找出产生这些问题的原因,着重从管理层对绩效考核不重视、公司内部文化和管理观念落后、考核管理人员专业能力不足、考核组织结构设置不合理等角度进行分析。其次,针对这些发现的问题提出了优化设计方案。包括:促进考核主体多元化、科学设置绩效考核指标、强化绩效考核结果运用、改善绩效考核结果的沟通和反馈等。最后,从组织、制度、企业文化三方面保障方案顺利实施。作为一个土生土长的中小企业,TF公司能够在激烈的竞争中逐步成长壮大实属不易,伴随着快速发展也相应的出现了许多发展瓶颈。本文采用关键绩效指标法与360度绩效考核法相结合的方式,打破了传统的绩效考核方法,规避了更多的人为影响因素。同时,通过公司、部门、个人三级KPI设置,也有利于公司上下更好的贯彻落实战略布局和远景目标。此外,对绩效考核实施的优化,使考核结果更加真实、准确的反映实际情况,也大大激发了员工工作热情。希望通过本篇论文的研究,帮助企业解决绩效考核中出现的问题,对促进企业管理水平的提高、保障企业持续健康发展,具有现实意义和参考价值。
[Abstract]:In the modern enterprise operation management, the human resource management is very important for the development and even the rise and fall of the enterprise, and the performance appraisal system, as an important part of the human resource management process, can help the enterprise to improve the operational efficiency and promote the implementation of the strategy. The sustainable and healthy development of enterprises can not be separated from a scientific and systematic performance appraisal system. Now, how to establish an efficient performance appraisal system is paid more and more attention by more and more enterprises. In view of the problems in the performance appraisal system, the paper puts forward an optimized design scheme to help enterprises improve the performance appraisal level. Firstly, the paper expounds the original performance appraisal system of TF company, introduces the company's general situation, organization framework, The basic situation of human resources, focusing on performance appraisal subjects, objects, cycles, methods and processes, the application of results and other aspects of the description. Then, through the development of random interviews, questionnaires and other related methods, Find out the present situation and some problems of TF company performance appraisal system, including: single performance appraisal, unscientific design of performance appraisal index, single application of performance appraisal result, lack of communication of performance appraisal result. Through chart analysis combined with relevant performance appraisal theory to find out the causes of these problems, focusing on the management pay little attention to performance appraisal, the company's internal culture and management concept is backward, The professional ability of the appraisal manager is insufficient, the organization structure of the examination is not reasonable, and so on. Secondly, the optimization design scheme is put forward to solve these problems, including: to promote the diversification of the main body of the examination, Set up the performance appraisal index scientifically, strengthen the application of the performance appraisal result, improve the communication and feedback of the performance appraisal result, etc. Finally, from the organization, the system, As a small and medium-sized enterprise born and raised in China, it is not easy for the TF company to grow and grow gradually in the fierce competition. Along with the rapid development, there are many development bottlenecks. This paper combines the key performance index method with 360 degree performance appraisal method, breaks the traditional performance appraisal method, avoids more artificial factors. At the same time, Through the establishment of three-level KPI in companies, departments and individuals, it is also conducive to the better implementation of strategic layout and long-term objectives in the company. In addition, the optimization of the implementation of performance appraisal will make the results of the assessment more real and accurately reflect the actual situation. It is hoped that through the research of this paper, we can help enterprises solve the problems in performance appraisal, promote the improvement of enterprise management level, and ensure the sustainable and healthy development of enterprises. It has practical significance and reference value.
【学位授予单位】：郑州大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.82

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