FH园林公司绩效考核体系再设计

发布时间：2018-04-17 07:48

本文选题：绩效考核 + 关键绩效指标　；参考：《华中科技大学》2013年硕士论文

【摘要】：随着社会经济的发展，城镇化的小康社会任务全面落实，催生了大规模的园林工程的建设，其中包括公共园林工程和房地产住宅小区园林工程，对各大园林企业的发展，也产生了极大的影响。目前社会正处于全球经济一体化经济发展形势，因此来自诸多方面的因素很大程度上影响着园林企业的生存和发展，尤其是我国加入WTO之后，国内园林企业迎来了更多的挑战，尤其是相关政策相继出来之后，园林企业面临更大的市场竞争。为稳住企业的发展态势，企业不得不展开一系列的内外兼修工作，园林公司人力资源管理的绩效管理就是其中的一项重要内容，在现有人力资源及未来人才队伍建设的基础上，利用人才优势建立自己的市场优势。本文以FH园林公司为例，深入调查了解该公司绩效考核现状存在的问题，分析导致问题产生的原因，结合绩效考核理论就如何构建完善的绩效考核体系提出了对策建议，以便于能够充分发挥绩效考核在该公司企业管理中的作用。在研究当中，根据不同的员工设计了不同的绩效考核方法。第一类：管理人员，管理人员大多从事专业管理工作，采用平衡记分卡法建立绩效考评指标体系并进行评价；第二类是普通人员，采用关键绩效指标结合目标管理法建立绩效指标考核体系，对员工进行绩效考核。在此基础上，就FH公司如何实施绩效考核体系提出了针对性的对策建议，在实施的过程中要将绩效考核结果与激励机制结合起来，，公司领导要重视和支持绩效考核体系的真正落地，并提出保障考核体系运行的措施。在研究当中所提出的具体措施具有可操作性的特征，对于该公司绩效考核体系的改革和完善具有一定的参考价值。
[Abstract]:With the development of society and economy, the task of well-off society of urbanization has been carried out in an all-round way, which has given birth to the construction of large-scale garden engineering, including public garden engineering and real estate residential district garden engineering, and the development of the major garden enterprises.It also had a great impact.At present, the society is in the economic development situation of global economic integration, so the factors from many aspects affect the survival and development of the garden enterprises to a great extent, especially after China's entry into the WTO, the domestic garden enterprises welcome more challenges.Especially after the related policies come out, garden enterprises are facing greater market competition.In order to stabilize the development situation of enterprises, enterprises have to carry out a series of internal and external repair work, the performance management of human resources management is one of the important contents, on the basis of the existing human resources and the construction of future talents,Make use of the advantage of talents to establish their own market advantage.Taking the FH Garden Company as an example, this paper makes a thorough investigation and understanding of the problems existing in the performance appraisal situation of the company, analyzes the causes leading to the problems, and puts forward some countermeasures and suggestions on how to build a perfect performance appraisal system in combination with the performance appraisal theory.In order to be able to fully play the role of performance appraisal in the management of the company.In the study, different performance appraisal methods are designed according to different employees.The first category: managers, most of whom are engaged in professional management, use the balanced scorecard method to establish and evaluate the performance evaluation index system; the second category is the general staff,The performance evaluation system is established by using the key performance indicators combined with the objective management method, and the performance appraisal of the employees is carried out.On the basis of this, the paper puts forward some countermeasures and suggestions on how to implement the performance appraisal system in FH Company. In the process of implementation, the results of performance appraisal should be combined with the incentive mechanism.The company leaders should pay attention to and support the real landing of the performance appraisal system, and put forward the measures to ensure the operation of the performance appraisal system.The specific measures proposed in the study have the characteristics of maneuverability and have certain reference value for the reform and improvement of the performance appraisal system of the company.
【学位授予单位】：华中科技大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.92

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