安徽JN公司员工绩效考核现状及对策研究

发布时间：2019-05-18 10:23

【摘要】：随着知识经济的到来，人力资源的开发与管理已成为现代企业管理的重要组成部分。人力资源管理的核心职能是有效的员工绩效考核，科学的绩效考核是进行有效激励管理的前提和基础。正确认识员工的工作绩效，并把员工的工作绩效与员工的收入、职业发展、职业培训等有机的结合起来，对于有效激励员工，留住人才发挥积极的作用，有助于企业持续稳定的发展。近年来，中国生活用纸行业随着经济发展、人口增加和人民生活质量的提高而快速增长。中国生活用纸市场需求旺盛，继续保持快速增长势头，是生活用纸企业和其他纸种造纸企业新增产能的投资热点。随着我国经济的发展和城市化、国际化进程的加快，市场需求潜力将不断释放，为生活用纸这一朝阳行业带来巨大的发展空间。本文以安徽JN公司员工为研究对象，对企业员工的绩效考核现状进行研究，通过企业的调查和访谈等工作，将安徽JN公司员工进行满意度调查作为切入点，分析并诊断企业绩效考核的现状及存在的问题。对绩效考核的目的认识不到位、考核指标设计不够合理，主次不分绩效考核效果不明显、反馈信息不够及时、考核目标与最后结果的产生缺少必要沟通，绩效考核结果没有真正发挥激励作用等。本文在调查研究的基础上，从建立健全安徽JN公司员工绩效考核的角度出发，针对发现的问题从以下方面提出了解决方案：树立科学绩效观；完善企业的绩效考核制度、绩效考核体系与企业文化的整合；做好相关人员的培训工作，提高绩效考核工作水平、强化沟通及时反馈，努力提高员工绩效、绩效考核与薪酬有效联动，共同形成有效的激励机制。本文创新之处在于：第一，丰富民营企业绩效考核研究的理论成果。对以往文献进行研究之后发现，虽然对于企业绩效考核体系的研究不少，但关于民营企业绩效考核体系的研究为数不多。大多数文献着眼于国有企业，民营企业为我国经济发展的中坚力量，但研究者和管理者对民营企业绩效考核体系的重视程度不够。笔者希望通过自己的研究，以理论结合实践的方式，拓展和丰富民营企业绩效考核体系的的研究成果，为民营企业改革提供理论研究的支撑。第二，，实证研究法方法的采用。本文主要研究的是民营企业绩效考核体系现状和问题。本文将通过调查问卷公司人员的绩效考核现状进行调查，运用实证分析结果来客观展现企业绩效考核体系现状使改进方案的提出更具有针对性和合理性。第三，研究结论有较高的推广价值。民营企业作为我国经济发展的中坚力量，如何合理的利用人力资源，充分调动员工的积极性，一直是人们所关注和研究的重点。对公司人员的绩效考核现状进行调查和分析，尤其对问题的分析和解决对策的研究将有助于民营企业提升人力资源管理工作的水平和效率，为民营企业的长期稳定发展提供人力资源保障。
[Abstract]:With the coming of knowledge economy, the development and management of human resources have become an important part of modern enterprise management. The core function of human resource management is the effective performance appraisal, and the scientific performance appraisal is the premise and foundation for effective incentive management. To correctly understand the work performance of the staff, and combine the work performance of the staff with the employees' income, career development, vocational training and other organic combination, to effectively motivate the staff, retain the talents to play an active role, and contribute to the sustainable and stable development of the enterprise. In recent years, with the development of the economy, the increase of the population and the improvement of the quality of the people's life, China's paper industry has rapidly increased Long. The market demand of China's domestic paper is vigorous, and the rapid growth will continue to be maintained. It is the investment heat of the new production capacity of the paper-making enterprises and other paper-making enterprises With the development of China's economy and the acceleration of the urbanization and the internationalization process, the market demand potential will be released continuously, which brings great development to the Chaoyang industry of the paper of domestic paper This paper, based on the research object of the company of JN in Anhui Province, studies the present situation of the performance appraisal of the staff of the enterprise, and through the investigation and interview of the enterprise, it takes the satisfaction survey of the company employees of Anhui JN as the starting point, and analyzes and diagnoses the present situation and the present situation of the performance appraisal of the enterprise The problem of the performance appraisal is not in place, the design of the assessment index is not reasonable, the primary and secondary performance appraisal effect is not obvious, the feedback information is not timely, the assessment target and the final result lack the necessary communication, and the performance appraisal results do not really play the excitation Based on the investigation and research, this paper, from the point of establishing and perfecting the performance appraisal of the company's employees in Anhui, puts forward the solution from the following aspects: to set up the view of scientific performance, to perfect the performance appraisal system, the performance appraisal system and the enterprise of the enterprise. The integration of culture; to do well the training of relevant personnel, to improve the working level of performance appraisal, to strengthen the timely feedback of communication, to improve the performance of the staff, the effective linkage of performance appraisal and compensation, and to form an effective system The innovation of this paper is: first, to enrich the performance appraisal of private enterprises The results of the research are as follows: the research on the past literature has found that, while the research of the enterprise performance appraisal system is not many, the performance appraisal system of the private enterprise Most of the literature is focused on state-owned enterprises and the private enterprises are the backbone of the economic development of our country, but the researchers and managers are concerned with the performance appraisal system of the private enterprises. The author hopes to develop and enrich the research results of the performance appraisal system of the private enterprise through its own research, in the form of theory and practice, to provide the reform of the private enterprise The support of theoretical research. The main research of this paper is the performance appraisal of private enterprises. The present situation and the problems of the system are discussed in this paper. The present situation of the performance appraisal system of the personnel of the questionnaire company will be investigated, and the present situation of the performance appraisal system of the enterprise will be presented objectively by using the results of the empirical analysis. Third, the conclusions of the study are The higher promotion value. The private enterprise, as the medium and strong force of the economic development of our country, how to make use of the human resource reasonably, and fully mobilize the enthusiasm of the staff, has always been the people's position. The focus of the research is to investigate and analyze the present situation of the performance appraisal of the company's personnel, in particular the analysis of the problems and the study of the solution, will help the private enterprises to improve the level and efficiency of the human resources management, and provide the long-term and stable development of the private enterprises.
【学位授予单位】：天津商业大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.83

【相似文献】