TY公司营销人员绩效管理体系构建研究

发布时间：2018-04-17 05:16

本文选题：绩效管理体系 + 平衡计分卡　；参考：《西安建筑科技大学》2017年硕士论文

【摘要】：知识经济的到来使得企业管理的特征发生了深刻的变化,企业人力资源管理由传统的人事管理转向了以人为中心的人本管理模式。人本管理模式要求对企业员工的价值给予科学合理的评价,要求构建高效的包括绩效计划制定、绩效辅导沟通、绩效考核评价、绩效结果应用、绩效目标提升等在内的绩效管理体系。TY公司是一家专业从事生产设备运行保障服务的高新技术企业,公司通过领先的技术平台及服务模式,以快速响应的本地化服务,为客户的生产运营提供低成本解决方案,正因为TY公司所提供的产品是以服务为核心,有别于其他传统的生产制造型企业,因此,营销人员在TY公司运营的各个环节中,是最为重要的。鉴于此,TY公司的营销人员的绩效管理体系构建就显得尤其重要。本文立足于TY公司,运用管理学、经济学、组织行为学等学科的基本理论和方法,对TY公司绩效管理体系现状进行调查分析,得出该公司绩效管理体系存在绩效管理水平落后、绩效考核指标设计不合理、绩效考核结果不科学、绩效管理体系缺乏制度支持和缺乏相应的激励机制等问题,并将产生这些问题的原因归结为TY公司没有一套完整的科学可行的绩效管理体系。因此,结合TY公司的战略和销售任务分解,基于平衡记分卡的四个维度着手分析,综合吸取KPI、360度考核及目标管理等考核方法优点,从工作业绩、工作能力、工作态度及基本素质选取关键绩效指标对员工进行考核,为该公司设计了一个较为完善且可行的绩效管理体系。在此基础上,进一步指出,保障该绩效管理体系高效运转必须要坚持“以人为本”管理理念,加强绩效管理体系构建的资金供给,构建绩效管理文化,优化组织保障,同时还要做好相关人员绩效考核培训工作。本文创新点在于:以KPI方法为核心,综合吸取360度考核及目标管理等考核方法的优点,从工作业绩、工作能力、工作态度及基本素质等关键绩效指标构建了TY公司绩效考核的指标体系,并对该考核指标体系进行了应用。
[Abstract]:With the advent of knowledge economy, the characteristics of enterprise management have changed profoundly, and the human resource management of enterprises has changed from traditional personnel management to people-centered management mode.Human-oriented management model requires scientific and reasonable evaluation of the value of enterprise employees, and requires the construction of efficient performance planning, performance guidance and communication, performance evaluation, performance evaluation, performance results application.Performance Management system including performance goal Promotion. TY Company is a high-tech enterprise specialized in the operation and security service of production equipment. Through leading technology platform and service mode, TY Company can quickly respond to the localization service.Providing low-cost solutions for customers' production and operation is precisely because the products provided by TY are service-oriented and distinct from other traditional manufacturing enterprises. Therefore, marketers operate in all aspects of TY's operations.Is the most important thing.In view of this, TY marketing personnel performance management system is particularly important.This paper, based on TY Company, applies the basic theories and methods of management, economics, organizational behavior and other disciplines to investigate and analyze the current situation of performance management system of TY Company, and draws the conclusion that the performance management system of TY Company has backward performance management level.The design of performance appraisal index is unreasonable, the result of performance appraisal is not scientific, the system of performance management lacks system support and the corresponding incentive mechanism, etc.The reason for these problems is that TY Company does not have a complete set of scientific and feasible performance management system.Therefore, combined with the strategy and sales task decomposition of TY Company, based on the four dimensions of balanced Scorecard, the paper starts to analyze, synthetically absorbs the advantages of the evaluation methods such as KPI 360 degree examination and objective management, from work performance, work ability, etc.The work attitude and basic quality are selected to evaluate the employees, and a more perfect and feasible performance management system is designed for the company.On this basis, it is further pointed out that in order to ensure the efficient operation of the performance management system, we must adhere to the "people-oriented" management concept, strengthen the supply of funds for the construction of the performance management system, construct the performance management culture, and optimize the organizational security.At the same time also do a good job related personnel performance appraisal training work.The innovation of this paper lies in: taking the KPI method as the core, synthetically absorbing the merits of the evaluation methods such as 360-degree assessment and objective management, from the work performance, working ability, etc.The key performance indicators such as working attitude and basic quality have been constructed and applied to the performance appraisal system of TY Company.
【学位授予单位】：西安建筑科技大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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