KPI理论在H公司绩效考核中的应用研究
发布时间：2019-01-22 17:48
【摘要】：随着经济的不断发展企业面临着越来越激烈的竞争,未来企业的竞争关键是人才的竞争,良好的绩效考核措施在员工的薪酬分配、培训、确定员工岗位方面有重要的作用,良好的绩效考核有利于企业留住有价值员工。然而H公司现有的绩效考核措施存在一定的问题,因此需要构建新的绩效考核措施为企业留住有价值的员工,进而增强企业竞争力。 本文在参阅国内外有关绩效考核研究的基础上,以关键绩效考核指标(KPI)为核心,结合企业的战略目标构建企业绩效考核指标。首先找出企业一级KPI指标,然后将一级KPI指标层层分解、筛选,建立企业二级KPI指标,并为各个指标赋予相关的权重,最终建立新的绩效考核体系。同时,分析企业在采用新的绩效考核体系时可能带来的问题,找出解决这些问题的办法。 文章不足之处主要表现在：文章的绩效考核体系的构建主要针对H公司的实际情况来进行绩效考核体系的构建,H公司的绩效考核体系不一定适用于其他的公司。同时文章在构建绩效考核体系中并没有对员工一级的绩效考核考核体系做详尽的描述,构建相应的绩效考核表,这是本文在写作过程中存在的问题。
[Abstract]:With the development of economy, enterprises are facing more and more fierce competition. In the future, the key to the competition of enterprises is the competition of talents. Good performance appraisal measures play an important role in the salary distribution, training and post determination of employees. Good performance appraisal is good for keeping valuable employees. However, there are some problems in the existing performance appraisal measures of H Company, so it is necessary to construct new performance appraisal measures to retain valuable employees for enterprises, and then enhance the competitiveness of enterprises. Based on the research of performance appraisal at home and abroad, this paper takes (KPI) as the core and combines the strategic objectives of the enterprise to construct the performance appraisal index of the enterprise. First of all, we find out the first KPI index of the enterprise, then decompose the first-level KPI index layer by layer, screen, establish the enterprise second-level KPI index, and assign the relevant weight to each index, finally establish a new performance appraisal system. At the same time, the paper analyzes the problems that the enterprises may bring when adopting the new performance appraisal system, and finds out the solutions to these problems. The main shortcomings of this paper are as follows: the construction of performance appraisal system is mainly aimed at the actual situation of H company, and the performance appraisal system of H company may not be suitable for other companies. At the same time, in the construction of the performance appraisal system, there is no detailed description of the performance appraisal system at the employee level, and the corresponding performance appraisal table is constructed, which is the problem in the writing process of this paper.
【学位授予单位】：云南大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.82
本文编号：2413425
[Abstract]:With the development of economy, enterprises are facing more and more fierce competition. In the future, the key to the competition of enterprises is the competition of talents. Good performance appraisal measures play an important role in the salary distribution, training and post determination of employees. Good performance appraisal is good for keeping valuable employees. However, there are some problems in the existing performance appraisal measures of H Company, so it is necessary to construct new performance appraisal measures to retain valuable employees for enterprises, and then enhance the competitiveness of enterprises. Based on the research of performance appraisal at home and abroad, this paper takes (KPI) as the core and combines the strategic objectives of the enterprise to construct the performance appraisal index of the enterprise. First of all, we find out the first KPI index of the enterprise, then decompose the first-level KPI index layer by layer, screen, establish the enterprise second-level KPI index, and assign the relevant weight to each index, finally establish a new performance appraisal system. At the same time, the paper analyzes the problems that the enterprises may bring when adopting the new performance appraisal system, and finds out the solutions to these problems. The main shortcomings of this paper are as follows: the construction of performance appraisal system is mainly aimed at the actual situation of H company, and the performance appraisal system of H company may not be suitable for other companies. At the same time, in the construction of the performance appraisal system, there is no detailed description of the performance appraisal system at the employee level, and the corresponding performance appraisal table is constructed, which is the problem in the writing process of this paper.
【学位授予单位】：云南大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.82
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