T快递公司收派员绩效考核研究
发布时间：2019-02-24 12:30
【摘要】：企业竞争归根到底是人才竞争，现代企业更应注重人力资源统筹和系统管理。绩效考核作为人力资源管理最重要的组成部分之一，既是管理者实现其组织目标的好工具，也是员工充分认识自己，提高自己的有力助手。 目前，快递行业已经成为中国的朝阳产业，而收派员是快递公司的主力军。中国民营快递企业如何通过建立科学的、能够适应中国快递企业高速发展的针对收派员队伍的绩效考核体系来提高自身的管理水平，，为企业的可持续发展提供保障，已经成为其需要解决的一个关键工作之一。 本文以T快递公司收派员为案例进行研究，采用资料分析法，问卷调查与访谈法，案例分析法，通过对T快递公司的绩效考核进行调查访谈分析，了解了T快递公司收派员绩效考核的现状，分析了T快递公司收派员绩效考核中存在的问题，并且结合绩效考核的理论，提出了对应的改进对策，主要通过对绩效考核方法、薪酬等的再设计提出了新的绩效考核制度。
[Abstract]:Enterprise competition is talent competition in the final analysis, modern enterprises should pay more attention to human resources and system management. As one of the most important components of human resource management, performance appraisal is not only a good tool for managers to achieve their organizational goals, but also a powerful assistant for employees to fully understand themselves and improve themselves. At present, express delivery industry has become the sunrise industry in China, and delivery is the main force of express companies. How to improve the management level of Chinese private express delivery enterprises by establishing a scientific performance appraisal system that can adapt to the rapid development of Chinese express delivery enterprises and provide guarantee for the sustainable development of enterprises? It has become one of the key tasks to be solved. This paper takes T express company as a case study, adopts data analysis method, questionnaire survey and interview method, case analysis method, through the T express company performance appraisal investigation and interview analysis. This paper has understood the present situation of T express company payer performance appraisal, analyzed the problems existing in T express company payer performance appraisal, and combined with the performance appraisal theory, has proposed the corresponding improvement countermeasure, mainly through the performance appraisal method, The redesign of compensation has put forward a new performance appraisal system.
【学位授予单位】：苏州大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F259.23;F272.92
本文编号：2429554
[Abstract]:Enterprise competition is talent competition in the final analysis, modern enterprises should pay more attention to human resources and system management. As one of the most important components of human resource management, performance appraisal is not only a good tool for managers to achieve their organizational goals, but also a powerful assistant for employees to fully understand themselves and improve themselves. At present, express delivery industry has become the sunrise industry in China, and delivery is the main force of express companies. How to improve the management level of Chinese private express delivery enterprises by establishing a scientific performance appraisal system that can adapt to the rapid development of Chinese express delivery enterprises and provide guarantee for the sustainable development of enterprises? It has become one of the key tasks to be solved. This paper takes T express company as a case study, adopts data analysis method, questionnaire survey and interview method, case analysis method, through the T express company performance appraisal investigation and interview analysis. This paper has understood the present situation of T express company payer performance appraisal, analyzed the problems existing in T express company payer performance appraisal, and combined with the performance appraisal theory, has proposed the corresponding improvement countermeasure, mainly through the performance appraisal method, The redesign of compensation has put forward a new performance appraisal system.
【学位授予单位】：苏州大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F259.23;F272.92
【参考文献】
相关期刊论文 前8条
1 王艳;;论绩效管理评价方法——目标管理法[J];经营管理者;2011年05期
2 曹浩伟;;我国民营快递企业发展中的问题与对策[J];合作经济与科技;2011年10期
3 戴良铁;绩效考核方法介绍(三)工作成果考核的方法[J];中国劳动;2000年09期
4 龚建平;浅析绩效考核的误区[J];内蒙古科技与经济;2003年05期
5 涂淑丽;;我国民营快递企业人才流失现状及防范对策[J];企业经济;2012年06期
6 尹凌青;;战略绩效考核的价值与意义[J];市场营销导刊;2007年01期
7 李乾云;;浅谈运用马斯洛需求层次论激励员工[J];希望月报(上半月);2007年01期
8 陈晶瑛;;绩效评估公平性对员工的企业态度和工作绩效的影响[J];中国人力资源开发;2009年01期
本文编号：2429554
本文链接：https://www.wllwen.com/jingjilunwen/jingjiguanlilunwen/2429554.html
