TJ医药公司绩效考核优化研究

发布时间：2018-01-18 13:14

本文关键词：TJ医药公司绩效考核优化研究　出处：《兰州理工大学》2013年硕士论文　论文类型：学位论文

【摘要】：医药行业是世界贸易增长速度最快的产业之一,医药行业和药品质量亦越来越受到政府的重视,它直接关系到人民生命健康和人民生活水平的高低。TJ医药公司是我省唯一一家由国家级执业药师创办的专业型连锁药房。该企业虽然也有绩效考核制度,但是随着企业的发展,其考核体系已落伍,原有的考核方法简单,过于重视市场占有率和市场扩张速度,考核指标单一,只侧重财务指标,缺乏对客户类和内部管理类指标及长期能力建设的关注,考核结果仅仅用于追加绩效工资额度(即额外的奖金),基本上有奖无罚,而与员工和组织的战略实现和绩效改进相脱节。为了在激烈的市场竞争中,企业能做大做强,深入企业内部各部门、门店走访调查,把企业绩效考核中存在的问题提炼出来,运用平衡计分卡(BSC)理论和关键绩效指标(KPI)理论等先进绩效考核方法,对该公司绩效考核体系进行了优化设计,建立了一套科学、实用、高效的绩效考核方案。新绩效考核指标体系的核心是从战略出发、自上至下、层层分解、形成体系,构建了三层级,包括员工绩效、部门绩效和组织绩效。为了顺利实施新绩效考核体系,配备了一套保障体制,以确保绩效管理体系有效实施。建立新绩效考核体系的目的是将企业的战略发展目标与员工的职业生涯规划紧密联系起来,满足员工个人发展的需要,充分调动员工的主观能动性和创造性,从而增强企业凝聚力和提高企业的核心竞争力,实现企业战略目标,这对树立企业健康品牌形象也具有十分重要的现实意义。
[Abstract]:The pharmaceutical industry is one of the fastest growing industries in the world trade. The pharmaceutical industry and the quality of drugs are paid more and more attention by the government. It is directly related to the people's health and people's living standard. TJ Pharmaceutical Company is the only professional chain pharmacy established by national licensed pharmacists in our province. Although the enterprise also has a performance appraisal system. However, with the development of enterprises, its assessment system has been outdated, the original assessment method is simple, too much attention to market share and market expansion speed, single assessment index, only focus on financial indicators. Lack of attention to customer and internal management indicators and long-term capacity-building, the results are only used to add performance pay (that is, additional bonuses), basically there is no penalty. In order to be able to be bigger and stronger in the fierce market competition, go deep into the various departments of the enterprise, and visit the shop survey. The problems in enterprise performance appraisal are abstracted and the advanced performance appraisal methods such as the theory of balanced scorecard (BSCC) and the key performance index (KPI) are used. The performance appraisal system of the company was optimized and a set of scientific, practical and efficient performance appraisal scheme was established. The core of the new performance appraisal index system is from the strategy, from top to bottom, layer by layer decomposition. Form a system, build three levels, including employee performance, departmental performance and organizational performance. In order to smoothly implement the new performance appraisal system, with a set of security system. In order to ensure the effective implementation of the performance management system. The purpose of establishing the new performance appraisal system is to closely link the strategic development objectives of the enterprise with the career planning of employees, and to meet the needs of individual development of employees. Fully mobilize the subjective initiative and creativity of employees, so as to enhance the cohesion of enterprises and enhance the core competitiveness of enterprises, and achieve the strategic objectives of enterprises. This also has very important realistic significance to establish the enterprise healthy brand image.
【学位授予单位】：兰州理工大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F426.72;F721.7;F272.92

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