长春华润雪花啤酒公司中层管理者绩效考评体系改进研究
发布时间：2019-03-05 10:16
【摘要】：在21世纪的管理学中，人力资源管理是企业管理和企业战略的重要内容，而人力资源管理离不开绩效考核，绩效考核是企业人力资源的基础、核心与关键环节，保证了企业和战略目标的达成以及自我提升的顺利进行。绩效考核内容与过程设计的合理性关系到企业战略目标的实现与企业绩效的提升。在知识经济快速发展的背景下，如何在参考国内外成熟的绩效考核理论与科学的绩效考核体系的基础上设计出科学、有效、适用性强的绩效考核体系，对我国企业特别是国有企业的发展有着重要作用，是国有企业走向成熟的标志。中层管理者是国有企业的脊梁，，是促进国有企业快速发展的中坚力量，因此针对国有企业的中层管理者的绩效考核问题建立绩效考核系统，成为国有企业人力资源管理的重要课题。论文通过理论学习与实地考核，针对长春华润雪花啤酒公司的中层管理者设计了一套科学的绩效管理体系，对长春华润雪花啤酒公司的发展具有重要意义。本文研究内容如下： 首先，在对长春华润雪花啤酒公司实地考察的基础上，对其现有绩效管理进行详尽描述，并提出不足之处以及诊断了现存问题；其次，对国内外绩效管理的相关文献进行了梳理，回顾了绩效管理经典理论和前沿方法，在进行文献回顾的基础上，提出了在设计绩效考核指标时要将行为和结果同时考虑进去；再次，对在理清绩效管理设计的目标、原则、整体框架以及工作流程的基础上，严格遵循规范的绩效管理设计流程，通过运用关键业绩指标等方法，确定了绩效考核的内容和权重；再次，通过综合运用360度反馈和能力素质模型，针对长春华润雪花啤酒公司的中层人员，对绩效计划、实施、考核等内容进行了缜密的设计，并保证新的绩效管理体系的科学性与合理性；最后，针对该绩效管理体系，分析了其影响因素和相关配套措施，并得出最后结论。 本文的研究思路、研究方法与研究成果，不但为长春华润雪花啤酒公司中层管理者的绩效管理提供了理论依据，同时为同类型的其他国有企业的中层人员绩效管理提供了参考，具有重要的现实意义。
[Abstract]:In the management of the 21st century, human resource management is an important content of enterprise management and enterprise strategy, and human resource management is inseparable from performance appraisal, which is the foundation, core and key link of enterprise human resource, and human resource management is the foundation, core and key link of human resource management in the 21st century. To ensure that the enterprise and strategic goals and self-improvement of smooth progress. The rationality of performance appraisal content and process design is related to the realization of enterprise strategic objectives and the improvement of enterprise performance. Under the background of the rapid development of knowledge economy, how to design a scientific, effective and applicable performance appraisal system on the basis of reference to the mature performance appraisal theory at home and abroad and the scientific performance appraisal system, It plays an important role in the development of our country's enterprises, especially the state-owned enterprises, and it is the symbol of the maturity of the state-owned enterprises. Middle-level managers are the backbone of state-owned enterprises and the backbone to promote the rapid development of state-owned enterprises. Therefore, a performance appraisal system is established for middle-level managers of state-owned enterprises. It has become an important subject of human resource management in state-owned enterprises. Through theoretical study and on-the-spot assessment, this paper designs a scientific performance management system for the middle-level managers of Changchun China Resources Snow Beer Company, which is of great significance to the development of Changchun China Resources Snow Beer Company. The research contents of this paper are as follows: firstly, on the basis of on-the-spot inspection of Changchun China Resources Snow Beer Company, the existing performance management is described in detail, and the shortcomings are put forward as well as the existing problems are diagnosed. Secondly, the related literature of performance management at home and abroad is combed, the classical theory and frontier methods of performance management are reviewed, and on the basis of literature review, It is proposed that both behavior and results should be taken into account in the design of performance appraisal indicators. Thirdly, on the basis of clarifying the goals, principles, overall framework and workflow of performance management design, we strictly follow the standard performance management design process, and through the use of key performance indicators and other methods, Determine the content and weight of performance appraisal; Thirdly, through the comprehensive use of 360-degree feedback and ability quality model, aiming at the middle-level personnel of Changchun China Resources Snow Beer Company, the performance plan, implementation, assessment and other contents have been carefully designed. And ensure that the new performance management system is scientific and reasonable; Finally, according to the performance management system, the influencing factors and related supporting measures are analyzed, and the final conclusion is drawn. The research ideas, methods and achievements of this paper not only provide a theoretical basis for the performance management of middle-level managers in Changchun China Resources Snow Beer Company, but also provide a reference for the middle-level personnel performance management of other state-owned enterprises of the same type. It is of great practical significance.
【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】：F426.82;F272.92
本文编号：2434801
[Abstract]:In the management of the 21st century, human resource management is an important content of enterprise management and enterprise strategy, and human resource management is inseparable from performance appraisal, which is the foundation, core and key link of enterprise human resource, and human resource management is the foundation, core and key link of human resource management in the 21st century. To ensure that the enterprise and strategic goals and self-improvement of smooth progress. The rationality of performance appraisal content and process design is related to the realization of enterprise strategic objectives and the improvement of enterprise performance. Under the background of the rapid development of knowledge economy, how to design a scientific, effective and applicable performance appraisal system on the basis of reference to the mature performance appraisal theory at home and abroad and the scientific performance appraisal system, It plays an important role in the development of our country's enterprises, especially the state-owned enterprises, and it is the symbol of the maturity of the state-owned enterprises. Middle-level managers are the backbone of state-owned enterprises and the backbone to promote the rapid development of state-owned enterprises. Therefore, a performance appraisal system is established for middle-level managers of state-owned enterprises. It has become an important subject of human resource management in state-owned enterprises. Through theoretical study and on-the-spot assessment, this paper designs a scientific performance management system for the middle-level managers of Changchun China Resources Snow Beer Company, which is of great significance to the development of Changchun China Resources Snow Beer Company. The research contents of this paper are as follows: firstly, on the basis of on-the-spot inspection of Changchun China Resources Snow Beer Company, the existing performance management is described in detail, and the shortcomings are put forward as well as the existing problems are diagnosed. Secondly, the related literature of performance management at home and abroad is combed, the classical theory and frontier methods of performance management are reviewed, and on the basis of literature review, It is proposed that both behavior and results should be taken into account in the design of performance appraisal indicators. Thirdly, on the basis of clarifying the goals, principles, overall framework and workflow of performance management design, we strictly follow the standard performance management design process, and through the use of key performance indicators and other methods, Determine the content and weight of performance appraisal; Thirdly, through the comprehensive use of 360-degree feedback and ability quality model, aiming at the middle-level personnel of Changchun China Resources Snow Beer Company, the performance plan, implementation, assessment and other contents have been carefully designed. And ensure that the new performance management system is scientific and reasonable; Finally, according to the performance management system, the influencing factors and related supporting measures are analyzed, and the final conclusion is drawn. The research ideas, methods and achievements of this paper not only provide a theoretical basis for the performance management of middle-level managers in Changchun China Resources Snow Beer Company, but also provide a reference for the middle-level personnel performance management of other state-owned enterprises of the same type. It is of great practical significance.
【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】：F426.82;F272.92
【参考文献】
相关期刊论文 前2条
1 王友青,裴成荣;AHP-绩效考核指标权重系数确定的有效方法[J];重庆职业技术学院学报;2005年01期
2 刘宇辉;人才测评在国内企业招聘中应用的误区与对策[J];中国人才;2002年07期
本文编号：2434801
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