GMOND公司绩效考核体系优化研究

发布时间：2018-03-11 03:18

本文选题：BSC平衡计分卡　切入点：KPI关键绩效指标　出处：《兰州大学》2015年硕士论文　论文类型：学位论文

【摘要】：“世界的珠宝看中国,中国的珠宝看深圳”,这是近年来在珠宝行业流传的一句话,说的是世界的珠宝70%都是由中国制造,在中国,70%的珠宝都来自深圳珠宝产业集聚基地。中国的珠宝首饰产业一直以来都是以劳动密集型为主的制造加工产业,随着中国加入WTO和经济的发展,国外品牌和港资品牌进驻中国各大城市,我们自己的民族品牌如何摆脱代加工、赚取微薄利润的命运,如何在激烈的市场竞争中占据一席之地、形成自有品牌,是每个期望发展的企业主都在思考的问题。本文以GMOND公司作为研究对象,结合公司所在行业的特殊性和本企业的实际情况,运用管理学、组织行为学和人力资源学等学科的理论知识,采用SWORT分析法、BSC平衡计分卡和KPI关键绩效指标等方法,对GMOND公司的绩效考核体系存在的问题进行分析,并就如何优化GMOND公司的绩效管理体系进行较为深入的研究,并将优化后的方案落实到企业的运营管理过程中。在此基础上对关键岗位进行分析,优化薪酬体系,优化营销岗位销售激励方案,强化职能部门的绩效承诺,进而改进绩效体系,以鼓励员工积极工作、努力创造价值,通过运用绩效改进体系的方式方法,使员工化被动工作为主动工作,激励员工改进工作方法,优化工作流程,积极创新,敢于将工作责任承担起来。通过绩效考核方案的优化和实施,企业员工的工作积极性得到了提高，工作得到了有效回报,职业晋升发展方向的格局也局部打开,有效地留住了企业的可用之才,以继续为企业的发展贡献力量。这样既保证了员工的基本利益又符合行业企业的实际发展需求。通过建立一套符合市场竞争和发展需求的行之有效的薪酬制度和绩效考核方法,稳定员工队伍,激励员工工作的激情,与企业共同发展,实现股东、员工多赢局面。企业还在持续发展,管理也不是一天就是出效益的,绩效管理体系的优化也需要得到持续改善,在这过程中也有不足之处和不能兼顾之处,待进一步研究和提升。
[Abstract]:"the jewelry of the world looks at China, and the jewelry of China looks at Shenzhen." this is a sentence circulating in the jewelry industry in recent years, saying that 70% of the world's jewelry is made in China. In China, 70% of jewelry comes from Shenzhen's jewelry industry agglomeration base. China's jewelry industry has always been a labor-intensive manufacturing and processing industry. With China's entry into WTO and economic development, Foreign brands and Hong Kong-funded brands are stationed in major cities in China. How can our own national brands get rid of the fate of generation processing and earn meager profits, how to occupy a place in the fierce market competition, and how to form their own brands? This paper takes GMOND Company as the research object, combines the particularity of the company's industry and the actual situation of the enterprise, applies the management science, Based on the theoretical knowledge of organizational behavior and human resources, this paper analyzes the problems existing in the performance appraisal system of GMOND Company by using the SWORT analysis method, the balanced scorecard and the key performance index of KPI. And how to optimize the performance management system of GMOND company is studied deeply, and the optimized scheme is put into the operation management process of the enterprise. On this basis, the key positions are analyzed, and the compensation system is optimized. Optimize the marketing position sales incentive program, strengthen the performance commitment of the functional department, and then improve the performance system to encourage employees to work actively, strive to create value, through the use of performance improvement system ways and means, Make employees work passively into active work, motivate employees to improve working methods, optimize work flow, innovate actively, dare to assume responsibility for work. Optimize and implement performance appraisal scheme. The enthusiasm of the employees in the enterprise has been improved, the work has been effectively rewarded, the pattern of career promotion and development has been partially opened, and the available talents of the enterprise have been effectively retained. In order to continue to contribute to the development of enterprises. This not only ensures the basic interests of employees but also meets the actual development needs of industry enterprises. By establishing a set of effective compensation system and performance evaluation methods that meet the needs of market competition and development, To stabilize the workforce, to encourage the staff to work with passion, to develop with the enterprise, to realize the situation of multi-win for shareholders and employees. The enterprise is still developing continuously, and the management is not only one day but also benefit. The optimization of performance management system also needs to be continuously improved.
【学位授予单位】：兰州大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.8

【共引文献】