B公司绩效管理问题的研究及对策

发布时间：2018-03-22 05:29

本文选题：B公司　切入点：人力资源管理　出处：《苏州大学》2014年硕士论文　论文类型：学位论文

【摘要】：绩效管理作为企业人力资源工作的核心，对企业战略目标的实现具有重大意义。如何通过建立一套有效的绩效管理制度，提升员工以及企业的绩效水平，促进企业整体绩效水平的提升，是企业越来越重视的一个话题，具有重要的现实意义。虽然目前我国很多企业都采用了绩效管理的体系和制定了相关制度，但推行和实施效果并不理想。B公司作为众多企业中的一员，随着多年的发展也出现了绩效管理方面的问题和困惑，为解决问题，本文在研究相关绩效管理理论及国内外现状的基础上，对B公司的绩效管理问题进行了研究。本文首先总结了绩效管理的相关概念及国内外研究现状，在总结B公司原先绩效管理制度的基础上，采用了问卷调查及员工访谈等研究方式，，得出了B公司绩效管理目前存在的问题并紧密结合B公司现状及战略目标等现实情况，提出了包括绩效目标、绩效考核指标以及绩效沟通等方面的改进建议和制定了具体绩效改进方案的实施过程，包括具体的实施方案、保障性措施，以及方案实施后的相关评价。最后本文得出了相关研究结论及文章研究的不足，旨在为现阶段我国中小企业绩效管理方面提供一些启示和新的思路。
[Abstract]:Performance management, as the core of human resources work, is of great significance to the realization of strategic objectives. How to improve the performance of employees and enterprises through the establishment of an effective performance management system, It is a topic that enterprises pay more and more attention to, which has important practical significance. Although many enterprises in our country have adopted the performance management system and formulated the related system, but the implementation and implementation effect is not ideal. B company as a member of many enterprises, With the development of performance management for many years, problems and puzzles have appeared in performance management. In order to solve the problem, this paper studies the performance management of company B on the basis of research on the theory of performance management and the current situation at home and abroad. This paper first summarizes the related concepts of performance management and the current research situation at home and abroad. On the basis of summarizing the original performance management system of B Company, it adopts questionnaire survey and employee interview. The problems existing in performance management of company B are obtained, and the current situation and strategic objectives of company B are closely combined, and the performance objectives are proposed. Performance evaluation indicators and performance communication and other aspects of the improvement recommendations and the formulation of specific performance improvement program implementation process, including specific implementation plan, safeguard measures, as well as the relevant evaluation after the implementation of the program. Finally, this paper draws the relevant conclusions and the lack of research in this paper, in order to provide some enlightenment and new ideas for the performance management of small and medium-sized enterprises in our country at the present stage.
【学位授予单位】：苏州大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.4

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