A公司物流部门绩效管理研究

发布时间：2018-05-12 22:27

本文选题：绩效管理 + 个性化绩效　；参考：《电子科技大学》2015年硕士论文

【摘要】：随着越来越多的企业重视物流的管理,认为是企业的“第三利润源泉”,因此提高企业物流的效率已经成为当下热门研究课题。无论是传统的生产制造行业,还是新兴的互联网电商行业,在企业内部管理上,提高效率往往以绩效管理为首选方法,通过绩效管理,企业能够改变员工的工作态度、动机,以达到企业效率的提升。然而由于受到物流自身发展的限制,包括人员素质、流程设计等等因素的影响,使绩效管理无论是在设计上还是在实施上,都执行的不到位,使效率提升缓慢。因此迫切需要对企业的物流部门的绩效管理进行变革创新。本文以A公司物流部对象,重点对A公司物流部的部门层级的绩效管理进行诊断研究。首先对绩效管理的相关的概念和理论进行了系统的阐述,总结出科学的绩效管理设计体系,并详细研究了绩效管理实施步骤,为后续的绩效管理诊断提供了理论依据。其次客观描述了A公司物流部目前运行的绩效管理体系现状,通过问卷调查、内部访谈、查阅公司前期文件,对A公司物流部门目前运作的绩效管理的方案进行认真诊断,分析出A公司物流部门目前在绩效管理方面的问题。然后针对A公司物流部绩效问题,通过分析A公司公司层绩效管理目标、业务操作流程、岗位说明书,获取企业关键绩效管理指标,并分析了员工个体,首次提出了个性化绩效管理思路。最后为A公司物流部门设计出一套科学的、合理的具有激励性的绩效管理体系并付诸于实施。从实施后期的效果中来看,新的绩效管理体系运作效果比较良好,员工接受程度比较好,达到了公司的期望要求,适合A公司现阶段的发展需求。研究结果表明,企业成功实施绩效管理需要构建大量的管理文件来支撑绩效管理方案,同时个性化绩效管理方法可以作为常规绩效管理方法有效的补充。另外,使用分解法将绩效管理指标、指标值根据企业的实际所处发展情况,分阶段运行,只有循序渐进的实施绩效管理,才能取得成功。本文的最后也分析了这次绩效管理体系研究的不足,并提出了未来研究的展望。
[Abstract]:With more and more enterprises attach importance to the management of logistics, they think it is the third profit source of enterprises, so improving the efficiency of enterprise logistics has become a hot research topic. Whether it is the traditional manufacturing industry or the emerging Internet e-commerce industry, in the internal management of enterprises, performance management is often the preferred method to improve efficiency. Through performance management, enterprises can change the working attitude and motivation of employees. In order to achieve the efficiency of the enterprise. However, due to the limitations of logistics development, including the quality of personnel, process design and other factors, performance management, whether in design or implementation, are not implemented in place, so that the efficiency is slow to improve. Therefore, it is urgent to reform and innovate the performance management of logistics department. In this paper, A company logistics department object, focus on A company logistics department level of performance management diagnosis. Firstly, the related concepts and theories of performance management are systematically expounded, and the scientific performance management design system is summarized, and the implementation steps of performance management are studied in detail, which provides a theoretical basis for the subsequent performance management diagnosis. Secondly, it describes objectively the current situation of performance management system of Logistics Department of A Company, through questionnaire survey, internal interview, consulting the company's previous documents, and making a careful diagnosis of the performance management scheme of the current operation of Logistics Department of A Company. Analysis A company logistics department in the current performance management problems. Then, aiming at the performance problem of Logistics Department of Company A, by analyzing the performance management objectives, business operation process, job description, and obtaining the key performance management indicators of the company, the paper analyzes the individual employees. The idea of individualized performance management is put forward for the first time. Finally, a set of scientific and reasonable performance management system is designed and put into practice for company A logistics department. From the effect of the later stage of implementation, the new performance management system works well, and the staff accept it well, which meets the expectations of the company and is suitable for the development needs of A company at the present stage. The results show that the successful implementation of performance management requires the construction of a large number of management documents to support performance management programs, and personalized performance management methods can be used as an effective supplement to conventional performance management methods. In addition, the performance management index is divided into three stages according to the actual development of the enterprise. Only by implementing performance management step by step can the performance management be successful. At the end of this paper, the deficiency of the performance management system is analyzed, and the prospect of future research is put forward.
【学位授予单位】：电子科技大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92

【参考文献】