郴州天泰烟叶复烤有限公司员工绩效管理体系改进研究
发布时间：2019-01-02 16:05
【摘要】：21世纪是全球化的经济时代,随着中国加入世界贸易组织(WTO),中国企业的发展遇到了前所未有的挑战,不仅国内市场的竞争日益激烈,而且还要面对大批入华的外国企业,在企业相互竞争的过程中间,资本力量、科技水平、管理水平等都会起到很大的作用,但是,随着知识经济逐渐发展,科技的进步,企业之间的竞争归根结底是人才的竞争。只有将企业内部的人才管理好,让每一员工都发挥其最大的功效才能增强企业的竞争力。因此,激发员工的积极性,提高企业管理水平,实现企业目标并在众多竞争中胜出,是企业面临的普遍性问题,而在企业实行绩效管理,是解决上述问题的有效途径。 郴州天泰烟叶复烤有限公司(以下简称：天泰公司)自2009年实行绩效管理以来,取得了一定效果,但是还是存在许多问题：绩效考核流于形式、绩效沟通匮乏,绩效跟踪工作开展不顺利,绩效管理过程敷衍了事,绩效结果应用不到位等。这样的话,企业就无法通过绩效管理达到有效激励员工,提高管理水平,增强竞争力的目的,基于天泰公司绩效管理的现状,绩效管理体系需要进行改进设计。 本文通过对天泰公司原有绩效管理体系的研究分析,总结出绩效管理过程中存在的各种问题,同时根据绩效管理理论,结合天泰公司的实际状况,对原有的绩效管理体系进行了一定完善,从绩效计划、绩效计划实施的过程、绩效考核、绩效反馈,到最后的绩效考核结果的应用,每一个步骤都对原有存在一些不合理的地方进行了改进,以使绩效管理在天泰公司能够顺利的“落地开花”,并为天泰公司的高速、稳定发展提供有力保障。
[Abstract]:The 21st century is an economic era of globalization. With China's entry into the World Trade Organization (WTO), the development of Chinese enterprises has encountered unprecedented challenges. Not only the competition in the domestic market is becoming increasingly fierce, but also a large number of foreign enterprises entering China. In the process of enterprises competing with each other, the capital strength, the level of science and technology and the level of management will play a great role. However, with the development of knowledge economy and the progress of science and technology, the competition among enterprises is, in the final analysis, the competition of talents. Only if we manage the talents well and let each employee exert its maximum effect can enhance the competitiveness of the enterprise. Therefore, to stimulate the enthusiasm of employees, improve the level of enterprise management, achieve enterprise objectives and win in many competitions, is a common problem faced by enterprises, and the implementation of performance management in enterprises is an effective way to solve the above problems. Chenzhou Tiantai Tobacco redrying Co., Ltd. (hereinafter referred to as Tiantai Company) has achieved certain results since it implemented performance management in 2009, but there are still many problems: performance appraisal is a mere formality, and performance communication is scarce. Performance tracking work is not smooth, performance management process perfunctory, performance results are not in place. In this way, the enterprise can not achieve the purpose of effectively encouraging employees, improving management level and enhancing competitiveness through performance management. Based on the current situation of performance management in Tiantai Company, the performance management system needs to be improved and designed. Through the research and analysis of the original performance management system of Tiantai Company, this paper summarizes the various problems existing in the process of performance management, at the same time, according to the theory of performance management, combined with the actual situation of Tiantai Company, The original performance management system has been improved, from the performance plan, the implementation process of performance plan, performance appraisal, performance feedback, to the application of the final performance appraisal results, Each step has improved some unreasonable places in order to make the performance management in Tiantai Company "fall into blossom" smoothly, and provide the strong guarantee for the high speed and stable development of Tiantai Company.
【学位授予单位】：湖南大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F426.8;F272.92
本文编号：2398705
[Abstract]:The 21st century is an economic era of globalization. With China's entry into the World Trade Organization (WTO), the development of Chinese enterprises has encountered unprecedented challenges. Not only the competition in the domestic market is becoming increasingly fierce, but also a large number of foreign enterprises entering China. In the process of enterprises competing with each other, the capital strength, the level of science and technology and the level of management will play a great role. However, with the development of knowledge economy and the progress of science and technology, the competition among enterprises is, in the final analysis, the competition of talents. Only if we manage the talents well and let each employee exert its maximum effect can enhance the competitiveness of the enterprise. Therefore, to stimulate the enthusiasm of employees, improve the level of enterprise management, achieve enterprise objectives and win in many competitions, is a common problem faced by enterprises, and the implementation of performance management in enterprises is an effective way to solve the above problems. Chenzhou Tiantai Tobacco redrying Co., Ltd. (hereinafter referred to as Tiantai Company) has achieved certain results since it implemented performance management in 2009, but there are still many problems: performance appraisal is a mere formality, and performance communication is scarce. Performance tracking work is not smooth, performance management process perfunctory, performance results are not in place. In this way, the enterprise can not achieve the purpose of effectively encouraging employees, improving management level and enhancing competitiveness through performance management. Based on the current situation of performance management in Tiantai Company, the performance management system needs to be improved and designed. Through the research and analysis of the original performance management system of Tiantai Company, this paper summarizes the various problems existing in the process of performance management, at the same time, according to the theory of performance management, combined with the actual situation of Tiantai Company, The original performance management system has been improved, from the performance plan, the implementation process of performance plan, performance appraisal, performance feedback, to the application of the final performance appraisal results, Each step has improved some unreasonable places in order to make the performance management in Tiantai Company "fall into blossom" smoothly, and provide the strong guarantee for the high speed and stable development of Tiantai Company.
【学位授予单位】：湖南大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F426.8;F272.92
【参考文献】
相关期刊论文 前1条
1 石金涛,程金林,郑兴山;绩效管理的取向[J];企业管理;2004年06期
，本文编号：2398705
本文链接：https://www.wllwen.com/guanlilunwen/shengchanguanlilunwen/2398705.html
