企业人力资源绩效管理体系构建——以德州PLS机械有限公司为例

发布时间：2018-04-25 19:33

本文选题：绩效管理 + 绩效计划　；参考：《经济视角(上旬刊)》2014年12期

【摘要】：人力资源管理的核心就是绩效管理,绩效管理对实现企业战略目标具有非常重要的意义。现代普遍认为绩效管理是一种通过不断激励员工改进业绩,达到甚至超越企业设立的分目标,最终实现企业战略意图的一种管理方法。绩效管理包含四个环节,分别是:绩效计划、绩效实施与辅导、绩效考评和考评结果反馈与应用。目前比较常见的绩效管理方法有平衡计分卡(BSC)法、关键绩效指标(KPI)法和目标管理(MBO)法。国内的很多企业都是认识到绩效管理的重要性,但是在实施过程中出现了很多的问题,绩效管理的结果不尽如人意。本文是在分析德州PLS机械有限公司绩效管理中存在问题的基础上,力求建立一套科学的高效的绩效管理体系,达到改善员工绩效,增强企业竞争力的目的。
[Abstract]:The core of human resource management is performance management. In modern times, it is generally believed that performance management is a kind of management method which can continuously motivate employees to improve their performance, achieve or even exceed the sub-objectives set by the enterprise, and finally realize the strategic intention of the enterprise. Performance management includes four steps: performance planning, performance implementation and guidance, performance evaluation and feedback and application of evaluation results. At present, the common performance management methods are balanced scorecard (BSC), key performance indicators (KPI) and objective management (MBO). Many domestic enterprises are aware of the importance of performance management, but in the implementation process there are many problems, the results of performance management is not satisfactory. Based on the analysis of the problems in the performance management of Texas PLS Machinery Co., Ltd., this paper tries to establish a set of scientific and efficient performance management system to improve the performance of employees and enhance the competitiveness of enterprises.
【作者单位】：德州职业技术学院;
【分类号】：F272.92;F426.4

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