上海AS营销公司员工绩效考核研究

发布时间：2018-04-25 15:54

本文选题：绩效考核 + AS营销公司　；参考：《安徽大学》2015年硕士论文

【摘要】：绩效考核对于任何一家企业的管理都有着至关重要的意义,它是人力资源管理系统中不可或缺的重要组成部分。然而,构建并完善一套成熟的绩效考核体系,对整个绩效考核领域而言都属于一个较新的探索方向,也是其中必不可少的重要组成部分。企业在实施绩效考核的过程中,能够让被考核者经过绩效反馈获知自身存在的问题,也能帮助被考核者更好地了解业务目标,使他们不断对自己的目标进行适时的调整,以完成自己的决策,最终达到自己业务的预定目标。在过去,绩效考核并没有被管理者们所重视,他们只是将考核作为一种对员工实现控制的有力武器,而忽视了绩效考核能够对企业管理所带来的积极作用。如今,愈来愈多的管理者们意识到了这一点,绩效考核已俨然成为当今企业人力资源管理过程中不容小觑的一个重要环节,与企业的生存与发展紧密联系。AS营销公司的绩效考核制度自公司成立开始至今已沿用了十年,在使用过程当中并没有进行过任何的优化和改善处理。随着市场竞争的不断加剧,AS公司的不断发展与壮大,原本的绩效考核制度已经不能与时俱进的适应AS公司如今的发展需要,显得较为陈旧。本文依照当前先进的人力资源管理相关理论以及绩效考核的相关理论,将上海AS营销公司作为研究对象,对其目前的绩效考核制度进行深入的研究和分析,总结其实践中所存在的问题,并通过理论结合实际,明确了构建绩效考核制度的原则。同时结合AS公司自身的特点以及存在的问题构建出了一套与AS营销公司目前发展现状、将来战略目标相适应的员工绩效考核制度。
[Abstract]:Performance appraisal plays an important role in the management of any enterprise, and it is an indispensable part of human resource management system. However, constructing and perfecting a set of mature performance appraisal system is a relatively new exploration direction for the whole performance appraisal field, and it is also an essential and important part of it. In the process of implementing performance appraisal, the enterprise can let the evaluated person know their own problems through the performance feedback, and also help them to understand the business objectives better, so that they can constantly adjust their goals timely. In order to complete their own decisions, and ultimately achieve their own business goals. In the past, performance appraisal has not been attached importance to by managers, they only regard it as a powerful weapon to control employees, and ignore the positive role that performance appraisal can bring to enterprise management. Nowadays, more and more managers realize this. Performance appraisal has become an important link in the process of human resource management. The performance appraisal system of as marketing company has been used for ten years since the company was founded, and has not been optimized and improved in the process of use. With the increasing competition in the market and the continuous development and expansion of as Company, the original performance appraisal system can no longer adapt to the needs of as Company's development today, and it appears to be relatively outmoded. According to the current advanced theory of human resource management and the theory of performance appraisal, this paper takes Shanghai as marketing company as the research object, carries on the thorough research and the analysis to its present performance appraisal system. This paper summarizes the problems in practice and clarifies the principles of constructing performance appraisal system by combining theory with practice. At the same time, combined with the characteristics and problems of as company, a set of employee performance appraisal system which is suitable for as marketing company's current development status and future strategic goal is constructed.
【学位授予单位】：安徽大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F721

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