HT公司业务部门绩效评估研究

发布时间：2018-02-03 15:19

本文关键词： 绩效评估指标体系平衡计分卡关键绩效指标　出处：《河北工业大学》2013年硕士论文　论文类型：学位论文

【摘要】：论文通过对HT公司的发展历程回顾，介绍了公司内部运行情况和外部行业发展趋势，然后对公司现有的绩效评估体系进行了分析，进而发现该体系存在诸多不足之处。目前公司采用的绩效管理体系还是以财务指标为主，已经明显不适应现代企业发展的需要，因此作为HT公司人力资源管理部门的成员，我的论文的目的是要对公司现行的绩效评估体系予以改进，借鉴国内外企业绩效评价的研究成果和实践经验，重新建立一套全面、合理、科学的绩效评估体系。论文综合了两类管理界经常采用的理论工具作为构建评估体系的理论基础，它们分别是平衡计分卡和关键绩效指标。从功能上看，BSC能够统筹兼顾企业内部的财务、顾客、内部流程和学习成长等四个方面的基本组成要素，而KPI则是将企业战略转化为具体行动的纽带。如果说前者考虑的重点是战略目标均衡问题，那么后者则是要根据战略目标找出具体能够知道企业成功的关键因素。当然，BSC和KPI的有着不同实施目标，如果单纯考虑KPI的话，它的要素基本是相互独立的，并没有体现彼此的联系，必须通过结合BSC框架才能使之成为一个互相驱动的关系网络。因此，论文的主要内容就是阐述如何将BSC与KPI完美地结合起来，达到帮助HT公司实现绩效管理效用最大化的目的。以此为基础，论文构建了包括19项评价指标的HT公司业务部门绩效评估指标体系。该体系结合了关键财务指标和非财务指标，体现了企业短期利益和长期利益、战略和战术相兼顾的优势，综合了BSC和KPI两种理论的优点。同时也需要认识到，论文提出的评估体系还处于试验阶段，需要在未来公司的管理实践中不断总结和完善，以期在绩效评估中发挥更好的作用。根据论文的研究结果，HT公司应积极地进行激励方案调整和改进，，设计具有高弹性和长远目标的薪酬体系，例如可以通过面向员工设置科技创新奖励、创建学习性组织氛围、加强企业文化建设和提供职业生涯双轨制等方式，完善现有的公司激励方案，以期达到激励HT公司员工和提高各个业务部门绩效水平的目的。
[Abstract]:Through the review of the development of HT Company, the paper introduces the internal operation of the company and the development trend of the external industry, and then analyzes the existing performance evaluation system of the company. Then found that the system has many shortcomings. At present, the performance management system adopted by the company is mainly based on financial indicators, which has obviously not adapted to the needs of the development of modern enterprises. Therefore, as a member of human resources management department of HT Company, the purpose of my thesis is to improve the current performance evaluation system of the company, and to learn from the research results and practical experience of performance evaluation at home and abroad. To re-establish a comprehensive, reasonable, scientific performance evaluation system. The thesis synthesizes two kinds of theory tools which are often used by management circles as the theoretical basis of constructing the evaluation system. They are the balanced scorecard and the key performance index. BSC can balance the four basic components of the financial, customer, internal process and learning growth of the enterprise. But KPI is the link that transforms the enterprise strategy into concrete action. If the former considers the strategic goal equilibrium question. Then the latter is to find out the key factors to know the success of the enterprise according to the strategic objectives. Of course, KPI and BSC have different implementation objectives, if only consider the KPI. Its elements are basically independent of each other, and do not reflect the relationship between each other, must be combined with the BSC framework to make it a mutually driven relationship network. The main content of this paper is to explain how to perfect the combination of BSC and KPI to help HT achieve the purpose of maximizing the effectiveness of performance management. This paper constructs a performance evaluation index system of business department of HT Company which includes 19 evaluation indexes. This system combines key financial indicators and non-financial indicators and reflects the short-term and long-term interests of the enterprise. The advantages of both strategy and tactics combine the advantages of BSC and KPI. At the same time, we need to realize that the evaluation system proposed in this paper is still in the experimental stage. In order to play a better role in the performance evaluation, it is necessary to summarize and improve the management practice of the company in the future. According to the research results of the paper, HT company should actively adjust and improve the incentive scheme, and design a salary system with high flexibility and long-term goals, such as setting up scientific and technological innovation awards for employees. Create a learning organizational atmosphere, strengthen corporate culture construction and provide career dual track system, and improve the existing corporate incentive scheme. To achieve the purpose of motivating HT employees and improving the performance level of various business departments.
【学位授予单位】：河北工业大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.48

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