HT公司绩效考核体系构建研究
发布时间：2018-08-13 09:03
【摘要】：随着世界经济的全球化，中国的企业将面临更多的机遇与挑战，企业间的竞争也将达到前所未有的激烈程度。尤其随着国家新医改政策、农村合作医疗制度和2010年新版GMP的实施为我国制药设备行业不正常的竞争进行了规范，同时也为制药设备行业的发展带来了新的机遇和市场空间。HT公司要想在这样竞争激烈的环境下生存，技术的改进是必要的，同时具备良好的绩效考核体系为其即将上市提供了强有力的保障。本文之所以选择为其建立绩效考核体系，而不单纯的为其建立绩效考核指标是因为，现在很多企业虽然认识到绩效考核的重要性，但所实施的绩效考核只是考核体系的一部分，而这样只是为了考核员工而考核，并没有使得企业可以得到长远的发展，只有一个企业拥有完整的绩效考核体系才会使得企业在考核中不仅不断的完善员工的工作能力，同时完善企业本身的发展。所以为HT公司建立一个绩效考核体系是尤为重要的。 本文就HT公司为背景，通过对HT公司的调研和分析，了解HT公司现有的考核制度和方法，在现有的基础上对其制度和方法进行改进，同时为HT公司建立一个完整的、可实施的绩效考核体系。本文从以下九个方面为HT公司建立绩效考核体系：第一，为HT公司调整组织结构；第二，，制定每个岗位的《岗位说明书》；第三，明确考核内容，即确定各岗位的KPI；第四、考核权重的确定；第五，确定考核标准；第六，制定绩效考核计划；第七，建立考核制度；第八，明确绩效考核的实施与管理；第九，绩效考核结果的应用。本文不仅为HT公司建立了绩效考核体系，同时也为其他制药设备企业进行绩效考核提供了较高的参考价值。
[Abstract]:With the globalization of the world economy, Chinese enterprises will face more opportunities and challenges, and the competition between enterprises will reach an unprecedented intensity. Especially with the national new medical reform policy, the rural cooperative medical system and the implementation of the 2010 new edition of GMP have standardized the abnormal competition in the pharmaceutical equipment industry in China. At the same time, it also brings new opportunities and market space for the development of pharmaceutical equipment industry. If the company wants to survive in such a competitive environment, it is necessary to improve the technology. At the same time has a good performance appraisal system for its upcoming listing to provide a strong guarantee. The reason why this paper chooses to establish a performance appraisal system for it, rather than simply establishing performance appraisal indicators for it, is that many enterprises now realize the importance of performance appraisal, but the performance appraisal implemented is only part of the performance appraisal system. However, this is only for the purpose of assessing employees, and it does not enable enterprises to develop in the long run. Only when an enterprise has a complete performance appraisal system can it not only improve the working ability of employees in the assessment process, but also improve the working ability of the employees. At the same time, improve the development of the enterprise itself. Therefore, it is particularly important to establish a performance appraisal system for HT Company. Based on the research and analysis of HT Company, this paper introduces the existing assessment system and method of HT Company, improves its system and method on the basis of the existing system, and establishes a complete system and method for HT Company at the same time. Enforceable performance appraisal system. This article establishes the performance appraisal system for HT Company from the following nine aspects: first, readjust the organizational structure for HT Company; second, formulate the "Job description" for each post; third, define the assessment content, that is, determine the KPIs of each post; fourth, Determine the weight of the assessment; fifth, determine the assessment criteria; sixth, formulate performance appraisal plan; seventh, establish the evaluation system; eighth, clear implementation and management of performance appraisal; ninth, the application of performance appraisal results. This paper not only establishes the performance appraisal system for HT Company, but also provides a high reference value for other pharmaceutical equipment enterprises.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.72
本文编号：2180514
[Abstract]:With the globalization of the world economy, Chinese enterprises will face more opportunities and challenges, and the competition between enterprises will reach an unprecedented intensity. Especially with the national new medical reform policy, the rural cooperative medical system and the implementation of the 2010 new edition of GMP have standardized the abnormal competition in the pharmaceutical equipment industry in China. At the same time, it also brings new opportunities and market space for the development of pharmaceutical equipment industry. If the company wants to survive in such a competitive environment, it is necessary to improve the technology. At the same time has a good performance appraisal system for its upcoming listing to provide a strong guarantee. The reason why this paper chooses to establish a performance appraisal system for it, rather than simply establishing performance appraisal indicators for it, is that many enterprises now realize the importance of performance appraisal, but the performance appraisal implemented is only part of the performance appraisal system. However, this is only for the purpose of assessing employees, and it does not enable enterprises to develop in the long run. Only when an enterprise has a complete performance appraisal system can it not only improve the working ability of employees in the assessment process, but also improve the working ability of the employees. At the same time, improve the development of the enterprise itself. Therefore, it is particularly important to establish a performance appraisal system for HT Company. Based on the research and analysis of HT Company, this paper introduces the existing assessment system and method of HT Company, improves its system and method on the basis of the existing system, and establishes a complete system and method for HT Company at the same time. Enforceable performance appraisal system. This article establishes the performance appraisal system for HT Company from the following nine aspects: first, readjust the organizational structure for HT Company; second, formulate the "Job description" for each post; third, define the assessment content, that is, determine the KPIs of each post; fourth, Determine the weight of the assessment; fifth, determine the assessment criteria; sixth, formulate performance appraisal plan; seventh, establish the evaluation system; eighth, clear implementation and management of performance appraisal; ninth, the application of performance appraisal results. This paper not only establishes the performance appraisal system for HT Company, but also provides a high reference value for other pharmaceutical equipment enterprises.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.72
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