万宁公司绩效考核方案研究

发布时间：2018-04-07 19:05

本文选题：绩效考核　切入点：人力资源　出处：《大连海事大学》2015年硕士论文

【摘要】：科学的人力资源绩效管理是当代企业人力资源管理工作中的一项重要的手段,支撑着企业更好地实现制度性的可持续发展。然而,各种不同类型的企业在实施人力资源绩效管理的过程中,却都或多或少的存在这样或那样的问题,并未有效地发挥出人力资源绩效管理的作用,严重影响并制约着企业的发展。绩效管理从系统的角度可以分为组织层面和员工层面的绩效管理两个层次。员工的绩效管理是管理者用科学的定性或定量的方法,对员工的工作效果和对企业的贡献进行评价的过程。当前,虽然大到企业、小到部门都有绩效考核标准和制度,但是员工绩效管理的效果并不理想,在具体的执行过程中,可能很多人都会觉得考核标准有问题,但却不知改如何解决问题。绩效考核是企业人力资源管理中重要的一环,是人力资源管理的基础,也是改进并提高企业管理水平的一种强有力的手段。人力资源管理系统中的其它环节都必须以员工的绩效考核为基础,管理者可以掌握薪资、晋升、培训等方面决策的重要依据。建立一套完整、规范且行之有效的员工绩效考核制度对企业来讲是至关重要的,它可以实现如下三个目的：有利于完成组织目标；有利于提高组织绩效；有利于改善员工的行为并提升员工的素质。面对现如今日趋激烈的人才竞争,企业只有建立一套科学的员工绩效考核制度及人力资源管理制度,才能吸引并留住人才、提升企业的核心竞争力。本篇文章的写成采用了多种科学的研究方法,主要从定性和定量的角度进行研究分析,将理论研究与实际问题结合起来进行综合的分析。最后,本文的研究表明：设计一套科学有效并符合零售企业现状的绩效管理体系,是一个最基本且最迫切的课题。通过对零售企业人力资源绩效考核的现状分析,结合绩效考核的相关理论和方法,进而对该公司的绩效考核制度做出基本诊断,找出绩效考核中存在的一些问题,再通过对公司管理中存在的这些问题进行成因分析,最后结合公司实际情况提出优化绩效考核的主要对策。
[Abstract]:The scientific human resource performance management is an important means in the contemporary enterprise human resource management, which supports the enterprise to realize the system sustainable development better.However, in the process of implementing human resource performance management, various types of enterprises have more or less existing problems, which have not effectively played the role of human resources performance management.Seriously affect and restrict the development of enterprises.From the system perspective, performance management can be divided into two levels: organizational level and employee level.Employee performance management is a process in which managers evaluate the work effect of employees and their contribution to the enterprise by means of scientific qualitative or quantitative methods.At present, although there are performance appraisal standards and systems for large enterprises and small and medium-sized departments, the effect of employee performance management is not ideal. In the specific implementation process, many people may feel that there is a problem with the assessment standard.But I don't know how to solve the problem.Performance appraisal is an important part of enterprise human resource management, the basis of human resource management, and a powerful means to improve and improve the level of enterprise management.Other aspects of human resource management system must be based on employee performance appraisal, and managers can master the important basis of salary, promotion, training and other aspects of decision-making.The establishment of a complete, standardized and effective employee performance appraisal system is very important to the enterprise. It can achieve the following three purposes: to achieve organizational goals, to improve organizational performance, and to improve the performance of the organization.To improve the behavior of employees and improve the quality of employees.Facing the increasingly fierce talent competition, only by establishing a set of scientific employee performance appraisal system and human resource management system can enterprises attract and retain talents and enhance the core competitiveness of enterprises.This paper adopts many scientific research methods, mainly from the qualitative and quantitative point of view, the combination of theoretical research and practical problems for comprehensive analysis.Finally, the research shows that designing a scientific and effective performance management system in line with the current situation of retail enterprises is the most basic and urgent issue.By analyzing the present situation of the performance appraisal of human resources in retail enterprises, combining the relevant theories and methods of performance appraisal, this paper makes a basic diagnosis of the performance appraisal system of the company, and finds out some problems existing in the performance appraisal.Through the analysis of the causes of these problems in the management of the company, combined with the actual situation of the company, the main countermeasures to optimize the performance appraisal are put forward.
【学位授予单位】：大连海事大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F721

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