GT集团绩效管理体系构建

发布时间：2018-08-30 08:42

【摘要】：绩效管理系统目前在我国经济发展中有着重要的意义和作用,是现代企业管理和人力资源管理体系最重要的构成,是企业战略目标得以实现和核心竞争力不断提升的重要保障。传统的绩效考核不同于绩效管理,只是对员工个人工作的绩效考评,而绩效管理是进行人力资源管理的最有效措施,是一个系统的不断循环的过程。绩效管理通过将战略目标逐级分解层层传递到企业的每个部门、每个个人,并且通过持续的绩效考核反馈和改进,聚集企业目标和个人目标,共同促成企业战略目标的实现。随着GT集团的发展,GT集团原先的绩效考核模式已经不能适应企业的发展,公司领导也意识到必须引入现代化的科学合理的绩效管理体系。所以,根据GT集团自身的具体情况,认识到原有的绩效考核在GT集团绩效考评中存在的问题,也意识到建立科学的、合理的,适应GT集团发展状况的绩效管理体系具有十分重要的理论和现实意义。本文以GT集团为研究对象,笔者在GT集团人力资源部工作,集团领导和笔者一起分析了GT集团的人力资源管理的现状和目前绩效考评中所面临的不足,根据国内外绩效管理的理论和方法,在把理论引入到GT集团绩效管理中来的思路里面,重新设计并架构了GT集团的绩效管理体系。构建符合GT集团实际情况的绩效考核指标。在绩效管理的以下几个环节:绩效计划、绩效指导与实施、绩效评估、绩效反馈与面谈还有绩效结果应用各个环节做出适应GT集团发展状况的、科学合理的、可行的设计。通过大半年的运行实践,GT集团员工的工作积极性和主动性得到加强,公司和部门的执行力得到了大幅的提高,并且很大程度上促进了GT集团战略目标的实现。
[Abstract]:Performance management system is the most important component of modern enterprise management and human resource management system in the economic development of our country. It is also an important guarantee for the realization of enterprise strategic goal and the continuous improvement of core competitiveness. The traditional performance appraisal is different from the performance management, it is only the performance appraisal of the individual work of the staff, and the performance management is the most effective measure to carry on the human resources management, is a systematic continuous circulation process. Performance management through the strategic objectives layer by level to each department, each individual, and through continuous performance appraisal feedback and improvement, aggregation of corporate goals and personal goals, together to promote the realization of corporate strategic objectives. With the development of GT Group, the former performance appraisal model of GT Group can no longer adapt to the development of enterprises, and the company leaders realize that it is necessary to introduce modern scientific and reasonable performance management system. Therefore, according to the specific situation of GT Group, we recognize the existing problems of the original performance appraisal in the performance appraisal of GT Group, and realize the establishment of scientific and reasonable, The performance management system which adapts to the development of GT Group has very important theoretical and practical significance. This paper takes GT Group as the research object, the author works in the Human Resources Department of GT Group. The group leaders and the author analyze the current situation of the GT Group's human resources management and the shortcomings in the current performance appraisal. According to the theories and methods of performance management at home and abroad, the paper redesigns and constructs the performance management system of GT Group in the thought of introducing the theory into the performance management of GT Group. Construct the performance appraisal index in line with the actual situation of GT Group. In the following aspects of performance management: performance planning, performance guidance and implementation, performance evaluation, performance feedback and interview, as well as performance results in the application of each link to adapt to the development of GT group, scientific, reasonable, feasible design. Through more than half a year's running practice, the employees' enthusiasm and initiative of GT group have been strengthened, and the execution ability of the company and department has been greatly improved, and the realization of the strategic goal of GT Group has been promoted to a great extent.
【学位授予单位】：电子科技大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92;F299.233.4

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