大型连锁酒店绩效考评问题探究

发布时间：2018-06-13 11:10

本文选题：绩效管理 + 绩效考评　；参考：《江西财经大学》2013年硕士论文

【摘要】：绩效考评是企业员工培养、组织建构、激励机制等政策制定的依据。绩效考评是在主要事件，目标管理和强化原则以及企业绩效考评公平的基础上形成。绩效考核是一项系统工程。绩效考核的方式有很多种，，每个单位可以根据自身的特点选择适合自身的绩效管理方法。不同的行业和不同的部门之间的差异很大。企业在选择合适的绩效考核方法应该遵循实用性和合理性的原则。最好的绩效管理方法并不就是企业的最佳选择。在不同的发展阶段和水平，管理的制度也不尽相同。大型连锁酒店的绩效管理有其自身的特点。由于目前大型连锁酒店是当前酒店发展的主流形式，而大型酒店并没有很好的把各层级的绩效考评合理分离出来研究，导致目前酒店业绩效考评处于欠佳的状况。本文以此为切入点并着重对大型连锁酒店的上述的现象进行分析。本文在写作过程中采用了以下三种方法：实地调研究法、图表分析法和实例分析法。本文在对国内外企业绩效考评理论综述基础上，分析我国大型连锁酒店绩效考评现状及其原因，并结合案例分析，为大型连锁酒店绩效管理的改进提供一系列相关的建议。本文分五部分进行阐述。各部分主要内容如下：首先，介绍大型连锁酒店绩效考评的背景、相关文献综述、本文研究的目的、意义和本文的研究方法思路；第二部分，绩效考评理论概述。分别从绩效考评的概念和作用、绩效考评的方法、绩效考评的原则、绩效考评的目标、绩效考评的内容和绩效考评的指标着六个方面来论述；第三部分，大型连锁酒店绩效考评现状。分别从大型连锁酒店的概况、大型连锁酒店绩效考评存在的问题和存在问题的原因三方面来分析；第四部分，“海底捞”酒店绩效考评案例分析。该部分全面分析和总结了“海底捞”绩效考评内容、方法、考评流程和经验教训；第五部分，完善大型连锁酒店绩效考评的建议。本部分从以下五方面提出建议：培育良好的绩效考评环境、建立多元化激励机制、建立管理层参与监督机制、加大企业管理理论的培训和设计合理的员工绩效考评指标体系。最后，总结全文展望，指出本文的不足和本文尚未解决的问题。本文对绩效考评管理的研究主要是停留在定性方面，由于采集的相关数据的来源的局限性，对于定量的实证研究相对缺乏，本人将在日后继续关注。
[Abstract]:Performance evaluation is the basis of employee training, organization construction, incentive mechanism and so on. Performance appraisal is formed on the basis of main events, objective management and strengthening principle, and the fairness of enterprise performance appraisal. Performance appraisal is a system engineering. There are many ways of performance appraisal, each unit can choose its own performance management method according to its own characteristics. Different industries and different departments vary greatly. Enterprises should follow the principle of practicability and rationality in choosing appropriate performance appraisal methods. The best performance management method is not the best choice. In different stages and levels of development, the management system is also different. The performance management of large chain hotels has its own characteristics. At present, large chain hotel is the mainstream form of hotel development, but the large hotel is not very good to the performance evaluation of all levels of reasonable research, resulting in the hotel industry performance appraisal is in poor condition. This article regards this as the breakthrough point and emphatically carries on the analysis to the large chain hotel's above-mentioned phenomenon. This paper adopts the following three methods in the process of writing: field research method, chart analysis method and case analysis method. On the basis of summarizing the theory of performance evaluation of domestic and foreign enterprises, this paper analyzes the present situation and reasons of performance evaluation of large chain hotels in China, and provides a series of relevant suggestions for the improvement of performance management of large chain hotels. This paper is divided into five parts. The main contents of each part are as follows: firstly, it introduces the background of the performance evaluation of large chain hotels, the relevant literature review, the purpose, significance and research method of this paper; the second part, the performance evaluation theory overview. Respectively from the performance appraisal concept and function, the performance appraisal method, the performance appraisal principle, the performance appraisal goal, the performance appraisal content and the performance appraisal index six aspects respectively; the third part, Large chain hotel performance evaluation status quo. This paper analyzes the general situation of large chain hotels, the problems existing in the performance appraisal of large chain hotels and the reasons for the problems. The fourth part is the case study of performance appraisal of "submarine salvage" hotels. This part comprehensively analyzes and summarizes the content, method, evaluation process and experience and lessons of the performance evaluation of "submarine salvage"; the fifth part, the suggestions to perfect the performance evaluation of large chain hotels. This part puts forward some suggestions from the following five aspects: fostering a good performance evaluation environment, establishing a diversified incentive mechanism, establishing a management participation supervision mechanism, increasing the training of enterprise management theory and designing a reasonable performance evaluation index system for employees. Finally, the paper summarizes the prospects of this paper, points out the shortcomings of this paper and the unsolved problems. The research on performance appraisal management in this paper is mainly qualitative. Due to the limitation of the source of relevant data collected, the quantitative empirical research is relatively lacking, I will continue to pay attention to it in the future.
【学位授予单位】：江西财经大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F719

【参考文献】