山东长星集团员工绩效考核研究

发布时间：2018-05-03 06:34

本文选题：山东长星集团 + 员工绩效　；参考：《中国石油大学（华东）》2013年硕士论文

【摘要】：本文通过“MBOKPI关键人36O”理论，即由企业目标确定关键绩效指标进而确定关键员工，对关键员工进行360考核。该理论能切实可行的解决山东长星集团绩效考核冗杂等问题，节省人力、物力、财力。绩效考核工作不可能也不应该做到面面俱到，绩效考核更无法解决管理中的一切问题，但绩效考核必须要抓住工作中的关键，，做到相对的全面。帕累托定律告诉我们，公司中关键的20%的人会创造80%的价值，所以在设计山东长星集团绩效考核方案时作者将重点放在了对关键员工的考核上。
[Abstract]:Through the theory of "MBOKPI key person 36O", that is to say, the key performance index is determined by the enterprise objective and then the key employee is determined, and the key employee is evaluated. This theory can solve the problems of Shandong Changxing Group performance appraisal and save manpower, material and financial resources. Performance appraisal can not and should not do everything, performance appraisal can not solve all the problems in management, but performance appraisal must grasp the key in the work, so as to achieve a relatively comprehensive. Pareto's law tells us that 20% of the key people in the company will create 80% value, so when designing the performance appraisal scheme of Shandong Changxing Group, the author focuses on the evaluation of key employees.
【学位授予单位】：中国石油大学（华东）
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F425

【参考文献】