ZY企业基层员工绩效考核体系的研究

发布时间：2018-01-30 01:03

本文关键词： 基层员工绩效管理考核优化公平正义　出处：《西北大学》2014年硕士论文　论文类型：学位论文

【摘要】：人力资源是企业最重要的核心竞争能力,人力资源是企业取之不尽用之不竭的动力源泉；但是人力资源是变化性最强,最不易于管理的一项企业资源。所以人力资源管理是企业面临的最重要管理问题。管理好人力资源,运用好人力资源,就如美国钢铁大王卡耐基的名言“夺走我的一切,给我现在所有人力资源,我同样可以建造一个钢铁帝国!”由此可见,不管人力资源管理是实现企业建立、发展和完善的必备资源。而人作为人力资源管理的主体,既是管理者又是被管理者,因此,解决人的主观能动性,就解决了人力资源的开发与利用问题。企业的人工作最原始的目的就是为了利益的获得,有了利益的保障才能促使员工把注意力由单纯的个人利益获得转向企业利益；实现了企业利益,进而也就实现了员工的职业生涯规划与设计；员工有了清晰和确定的未来,企业的未来就有保障；员工更高层次的个人价值追求,才会依托企业来实现。因此,人的利益和人力资源管理是密不可分,相辅相成的构成关系。这正是绩效考核的原始意义。人作为最重要的生存因素,基本利益获得了保障,人的思想自由性就会驱使企业员工开始追求公平与正义。因此,人力资源管理为了能够反应人力生产因素这一精神追求,并通过一定的形式表现出来,就需要建立和完善企业绩效考核体系。本文研究内容正是基于这一辩证的关系,将人力生产因素-绩效考核-企业未来三者作为一个有机的整体进行定性和定量的研究,为企业提供能够真正反应出企业绩效考核标准性、透明性以及公平性的绩效考核体系。为了区别于以往人们对于绩效考核研究中要么理论过于深入,使得一般企业难以照搬照用的研究方式；也区别于过于理论文字性表述,一旦应用于企业会产生不适应性的研究方式；本文的研究侧重于理论和实践相结合的方式进行研究。本着研究成果既可以被应用于企业实践,又可以被当做其它研究工作的理论研究参考为基础,对ZY企业的绩效考核进行深入的剖析和阐述,并最终提出鉴于ZY企业绩效考核缺点和问题的对策和建议。因此,本文首先应用文献综述法比较研究本课题的研究背景和意义。主旨鲜明的阐述研究企业绩效考核体系,其最根本的目标是为企业保证人才梯队的培养和增强企业核心竞争力。同时,通过向人力资源管理要效益,使企业获得更大的发展空间。接着本文对绩效考核相关概念予以阐述。在本文应用的相关概念中包含绩效考核的概念,绩效考核的原则和企业内部及外部动因。在此基础上,本文理论依据确立的同时针对ZY基层员工绩效考核体系进行实证分析。本文对ZY企业绩效考核体系的阐述不是单纯的文件和模式照搬,而是通过对ZY企业绩效考核体系的综述,指出当前企业绩效考核存在的不足,比如：绩效考核中主观因素过大导致员工考核不公平等现象,通过对这些问题的阐述,指出企业绩效考核应该整改哪些内容,通过什么方式和管理方法获得绩效考核的改进。这对ZY企业绩效考核实际状况,构建具有针对性和实用性的新的ZY企业绩效考核模式。并通过案例验证这一模式的可行性。最后,在实际企业绩效考核的改革中从来没有一蹴而就的改革方法和手段,针对ZY企业绩效考核的问题提出具有针对性的建议和措施。
[Abstract]:Human resource is the most important enterprise core competitive ability, human resource is the inexhaustible inexhaustible source of power; but the change of human resources is the strongest, an enterprise resource not easy to manage. So human resource management is the most important problem facing the enterprise management. Management of human resources, make good use of human resources, such as American steel magnate Carnegie saying "take everything I give, I now all human resources, I also can build a steel empire!" thus, whether human resources management is the essential resource for enterprises to establish, develop and perfect. And as a main body of human resource management, both managers and managers therefore, to solve the people's subjective initiative, it solves the problems of development and utilization of human resources. The enterprise who work the original purpose is to benefit Have the protection of the interests, to encourage employees to focus from pure personal interests to corporate interests; the interests of enterprises, and also realized the planning and design of employee occupation career; employees have a clear and definite future, the future of the enterprise is security; the staff's personal pursuit of value. Only relying on enterprises to achieve. Therefore, the interests of the people and human resources management are inseparable, complementary relationship. This is the original meaning of performance appraisal.
As one of the most important factors of survival, access to the basic interests of security, freedom of thought of people will drive employees began the pursuit of fairness and justice. Therefore, human resources management to the human spirit can reaction production factors to pursue, and through certain forms, we need to establish and improve the enterprise performance evaluation system in this paper. The research content is the dialectical relationship based on the study of qualitative and quantitative human factors of production performance assessment of enterprise in the future three as an organic whole, can really reflect the enterprise performance evaluation standard for the enterprise, transparency and fairness of the performance appraisal system. In order to distinguish from the past study on performance appraisal in either theory is too deep, generally makes enterprises difficult to copy the way of picture; also different from the theory of the text too, When applied to the enterprise produces study adaptability; this study focuses on the theory and practice of combining methods. Based on research results can be applied to business practice, theoretical research and can be used as a reference for other research work based on ZY enterprise performance evaluation in-depth analysis and elaboration in view of the ZY, and finally puts forward the enterprise performance appraisal shortcomings and problems countermeasures and suggestions.
Therefore, a comparative study of this topic firstly applied the method of literature review of the research background and significance. Theme clear exposition of the performance appraisal system of enterprise, its fundamental goal is to cultivate the talent guarantee enterprise and enhance the core competitiveness of enterprises. At the same time, according to human resources management, make the enterprise get more development space large. Then the performance evaluation related concepts discussed. Included in the concept of performance appraisal in the application of the concepts of this article, the principle and the internal and external causes of performance evaluation. On this basis, this paper establish the theoretical basis and empirical analysis of the performance evaluation system in ZY. In this paper, the primary copy performance appraisal ZY enterprise system is not a simple file and mode, but through the review of the performance appraisal system of ZY company, and points out that the current enterprise performance appraisal in The lack of subjective factors such as performance appraisal due to excessive staff appraisal unfairness, based on these issues in this paper, and points out that the enterprise performance appraisal should rectification which contents, improved the performance appraisal by what means and management methods. The performance appraisal of ZY enterprise actual situation, targeted and practical construction the new ZY enterprise performance evaluation model. And the feasibility of this model is verified by case. Finally, in the actual performance appraisal reform in enterprise reform methods and means never easy, for ZY enterprise performance appraisal problem has put forward specific proposals and measures.

【学位授予单位】：西北大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F299.233.4

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