连锁零售企业基层员工绩效考核体系构建及激励效果研究

发布时间：2018-01-16 21:46

本文关键词：连锁零售企业基层员工绩效考核体系构建及激励效果研究　出处：《天津财经大学》2015年硕士论文　论文类型：学位论文

【摘要】：连锁零售企业是我国商品流通领域中关键的组成部分,也是满足消费者日常生活需要的重要渠道平台,由于采用标准化、规模化的经营模式,其与单店式的零售企业相比具有更强的生存能力和增长速度。基于连锁零售企业自身经营上的特点,这些企业中的基层员工不仅创造销售额、帮助企业获取直接的经营利润,也在企业人员构成中占有最大比重。然而,由于连锁零售企业基层员工流动性大、总体素质较低,如何对这部分员工实施有效的绩效考核,成为很多连锁零售企业管理人员面临的一个难题。为了改善连锁零售企业基层员工绩效考核的现状,在梳理和参考大量相关文献的基础上,结合连锁零售企业基层员工的特点,构建出适用于连锁零售企业基层员工的绩效考核指标体系,并采用问卷调查法和主成分提取法对所构建体系中的内容进行筛选和分类,采用层次分析的方法衡量分类后各指标的相对重要性。最终,以所构建的绩效考核指标体系为基础,对连锁零售企业基层员工绩效考核实施中的具体步骤展开设计,完成了连锁零售企业基层员工绩效考核体系构建的全部过程。研究结果表明,连锁零售企业基层员工绩效考核指标体系应包含4个维度14个具体指标,其中4个指标维度分别为财务类指标、决策类指标、过程类指标和客户类指标。同时,研究也进一步阐述了连锁零售企业在绩效考核实施过程中各绩效考核指标评分标准的确定方式,指出连锁零售企业应根据自身的组织结构选择基层人力资源管理者或门店店长作为绩效考核主体,并依据绩效考核指标内容的不同选择适合考核周期。最后,总结了对连锁零售企业基层员工绩效考核的结果进行有效利用的方式。为确定研究所构建的绩效考核体系具有科学性和有效性,采用回归分析的方法对这一体系构建的合理性进行了检验,证明研究所构建的绩效考核体系中的4类考核指标能够得到连锁零售企业基层员工的认可,并产生明显的激励作用。
[Abstract]:Chain retail enterprises are a key component in the field of commodity circulation in China, and also an important channel platform to meet the daily needs of consumers. Due to the adoption of standardized, large-scale business model. Compared with single-store retail enterprises, they have stronger survival ability and faster growth rate. Based on the characteristics of chain retail enterprises' own management, the grass-roots employees in these enterprises not only create sales. To help enterprises to obtain direct operating profits, also occupies the largest proportion in the composition of enterprise personnel. However, because of the large mobility of grass-roots employees in chain retail enterprises, the overall quality is relatively low. How to carry out effective performance appraisal for this part of employees has become a difficult problem faced by many chain retail enterprise managers, in order to improve the current situation of performance appraisal of grass-roots employees in chain retail enterprises. On the basis of combing and referring to a large number of relevant literature, combined with the characteristics of grass-roots staff in chain retail enterprises, the performance evaluation index system suitable for grass-roots employees of chain retail enterprises is constructed. The method of questionnaire survey and principal component extraction were used to screen and classify the contents of the system, and the AHP method was used to measure the relative importance of each index after classification. Finally. Based on the established performance appraisal index system, this paper designs the concrete steps in the implementation of performance appraisal of grass-roots employees in chain retail enterprises. The research results show that the performance evaluation index system of grass-roots employees in chain retail enterprises should include 4 dimensions and 14 specific indicators. Among them, four index dimensions are financial index, decision index, process index and customer index. The research also further elaborated the chain retail enterprise in the performance appraisal implementation process each performance appraisal index score standard determination way. It is pointed out that the chain retail enterprises should choose the grass-roots human resource manager or store manager as the main body of performance appraisal according to their own organizational structure, and according to the different content of the performance appraisal index, it is suitable for the appraisal cycle. Finally. Summarized the chain retail enterprises grass-roots staff performance evaluation results of the effective use of the way to determine the establishment of the Institute of performance appraisal system is scientific and effective. Regression analysis is used to test the rationality of the construction of this system, and it is proved that the four kinds of evaluation indexes in the performance appraisal system constructed by the research institute can be recognized by the grass-roots employees of the chain retail enterprises. And has the obvious stimulation function.
【学位授予单位】：天津财经大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F724.2

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