JG百货绩效管理体系重构研究

发布时间：2018-04-16 19:38

本文选题：JG百货 + 绩效考核　；参考：《苏州大学》2015年硕士论文

【摘要】：进入20世纪90年代,在流通体制改革和国家对外开放政策的推动下,国内零售市场进入了市场化的改革发展期。而2004年国内零售市场正式全面开放,则标志着外资零售业正式进入国内市场,并以此为契机进一步促进了国内零售行业的蓬勃发展。伴随着国内零售行业的成熟与发展,行业内及行业外的竞争者开始不断涌入。而近年来以互联网为载体的电商平台的兴起,更使国内零售行业开始面对更为激烈及复杂的市场环境,而在其中,以传统百货业态面临的竞争与挑战尤为突出。在激烈竞争的市场环境中,一个企业想要生存及发展,必须能够有效制定其竞争战略,细分其市场,有效的运用及规划各种相关资源来构建自身的竞争优势。人力资源管理则是构建企业竞争优势的关键,而构建人力资源管理的关键则是绩效管理。从企业发展的实践应用中可以发现,有效的企业绩效管理对于构建企业核心竞争优势起着至关重要的作用。对推动企业战略目标的实现,促进学习型组织的建立等方面亦起着重要的作用。JG百货是一家扎根于国内的零售百货营运商。自2004年开拓国内市场以来,凭借其多年来的在零售百货行业的出色表现,使其在国内零售百货业务得以不断发展。但是,企业同样也不可避免地面临着激烈竞争的市场环境。尤其是在由原来的单店模式向集团化模式转型的过程中,其目前的绩效管理体系已不能适应集团化的企业发展的需求。本文通过发放调查问卷,进行工作分析及专家深度访谈的方式,对JG百货目前的绩效管理体系进行了详细分析,发现JG百货虽然目前已有相关绩效管理体系,但是究其本质仍实为绩效考核而已。绩效管理仅流于对员工绩效的日常考核,考核指标定义相对笼统,更为主要的由于考核缺乏必要的沟通及结果应用,并没有在实质上起到提升员工绩效的正向激励作用,影响了企业后期发展的人才培养与储备及企业竞争力的提升。本文针对上述存的问题,提出了以工作分析及关键业绩绩效指标法相关理论为基础来搭建绩效考评指标体系,并以此为基础结合绩效管理体系的构成、设计及运行的相关理论来对JG百货现有的绩效管理体系进行重构的解决方案。从梳理JG百货分层分类的岗位职责的工作分析着手,厘清各部门相关岗位的岗位职责,建立并完善相关岗位的职位说明书,再以职位说明书为依据来搭建绩效考评指标体系,明确考核周期及绩效考核评价的主体,健全及完善绩效管理流程,最终形成完整的绩效管理体系,提升JG百货的绩效管理水平。本文通过运用案例研究的方法,来增强本文的应用性,希望能够通过本文对百货行业内其他公司的绩效管理体系的建立与重构起到一定的借鉴或参考作用。
[Abstract]:In the 1990s, with the promotion of the reform of circulation system and the policy of opening to the outside world, the domestic retail market entered the stage of market-oriented reform and development.In 2004, the domestic retail market was fully opened, which marked the formal entry of foreign retail into the domestic market, and took this opportunity to further promote the vigorous development of domestic retail industry.With the maturity and development of domestic retail industry, competitors in and outside the industry began to pour in.In recent years, the rise of e-commerce platform based on Internet makes the domestic retail industry begin to face a more intense and complex market environment. Among them, the competition and challenge in the traditional department stores is particularly prominent.In the fierce market environment, if an enterprise wants to survive and develop, it must be able to effectively formulate its competitive strategy, subdivide its market, and effectively use and plan all kinds of related resources to build its own competitive advantage.Human resource management is the key to the construction of enterprise competitive advantage, and the key to the construction of human resource management is performance management.From the practical application of enterprise development, it can be found that effective enterprise performance management plays a vital role in building the core competitive advantage of enterprises.It also plays an important role in promoting the realization of the strategic goal of enterprises and the establishment of learning organization. JG department store is a retail department store operator rooted in China.Since 2004, with its outstanding performance in the retail department store industry, its domestic retail department business has been continuously developed.However, the enterprise also inevitably faces the fierce competition market environment.Especially in the process of transition from the original single-store model to the collectivization mode, its current performance management system can no longer meet the needs of the development of collectivized enterprises.In this paper, JG Department Store's current performance management system is analyzed in detail by issuing questionnaires, job analysis and in-depth expert interviews. It is found that although JG department store has a related performance management system at present,But the essence is still performance appraisal.Performance management only flows in the daily appraisal of employee performance, and the definition of appraisal index is relatively general. The more important reason is that the appraisal lacks necessary communication and application of results, and does not actually play a positive role in promoting employee performance.It affects the talent training and reserve in the later development of enterprises and the promotion of the competitiveness of enterprises.In view of the problems mentioned above, this paper puts forward a performance evaluation index system based on the theory of job analysis and key performance index method, and combines the structure of performance management system with it.Design and run the relevant theory to the existing JG department store performance management system reconstruction solution.Starting with the analysis of JG department store's job responsibilities classified into different levels, the author clarifies the post responsibilities of relevant positions in various departments, establishes and improves the job descriptions of relevant posts, and then builds a performance appraisal index system based on the job descriptions.Make clear the appraisal cycle and the main body of the performance appraisal, perfect and perfect the performance management flow, finally form the complete performance management system, enhance the performance management level of JG department store.This paper uses the method of case study to enhance the application of this paper, hoping that this paper can be used for reference or reference to the establishment and reconstruction of performance management system of other companies in the department store industry.
【学位授予单位】：苏州大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F721.7

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