LH公司绩效管理研究

发布时间：2018-01-30 03:55

本文关键词： 绩效管理关键绩效指标提升设计民营企业　出处：《郑州大学》2017年硕士论文　论文类型：学位论文

【摘要】：绩效管理是现代企业管理的核心,各个企业或多或少都会有绩效管理的内容,但因对绩效管理的外延和内涵理解不同,绩效管理运作的方式也千差万别。LH公司是一家专业制作工业换热设备的机械制造类企业,该公司于2011年在深圳创业板上市,是国家高新技术企业,其产品广泛应用于煤化工、石油化工、电力、冶金以及食品冷冻冷藏五大领域,近年来,企业发展速度很快,每年利润增加值在30%。LH公司的管理带有很强的类似企业发展史的特色,从随意到规范,从片面到系统,从人治到法治,逐步的走向完善。但因企业发展速度太快,内部管理跟不上公司发展的步伐,相对出现了滞后,在一定程度上已经影响了企业的下步发展。LH公司导入绩效管理是近五年的事,经过几年的学习和摸索,对绩效管理的认识也在不断发生变化,逐步形成了一套运作模式,但准确的说,这套运作模式并不是真正意义上的绩效管理,而是更注重眼前利益的目标管理。年度目标的下达采取自上而下的方式,弱化了上下的互动,目标得不到各部门的理解和支持。各部门的KPI指标只能反映部门的工作重点,而没有科学性和逻辑性,在运行过程中,强调各项硬性指标的完成,完不成的片面的强调处罚,而忽视了与考核对象的沟通和面谈,对绩效的提升作用不大。从运行几年来的效果看,其积极作用有限。因此,有必要利用科学的理论来修订LH公司的绩效管理办法。平衡记分卡(BSC)和关键绩效指标(KPI)是眼下较为先进的绩效管理工具,特别是平衡记分卡方法的运用,能够较好地平衡公司近期和长远的目标、内部和外部的利益,从财务、客户、内部、发展四个维度出发,依据SMART原则,一步一步推导出公司应该具备的关键绩效指标,这些指标内部严密的逻辑关系,保证了绩效考核的系统性。本文从LH公司现行的绩效管理体系入手,深入分析了该公司绩效管理的现状和存在的问题,然后又按照平衡记分卡和关键绩效指标的理论和方法,重新建立了LH公司绩效管理体系,在绩效指标的制定和绩效管理体系的运行方面具有较强的指导作用,可以为同类企业提供一定的借鉴作用。
[Abstract]:Performance management is the core of modern enterprise management, each enterprise will have the content of performance management more or less, but because of the extension and connotation of performance management different understanding. The performance management operation mode also varies greatly. LH company is a specialized manufacture industry heat exchange equipment machinery manufacture enterprise, this company is listed in the Shenzhen growth enterprise board in 2011, is the national high and new technology enterprise. Its products are widely used in coal chemical, petrochemical, electric power, metallurgy and food frozen and refrigerated five fields, in recent years, the rapid development of enterprises. Annual profit increase in 30.LH company management with strong characteristics similar to the history of enterprise development, from random to standard, from one-sided to the system, from the rule of man to the rule of law. But due to the rapid development of enterprises, internal management can not keep up with the pace of development of the company, relatively lagging behind. To a certain extent has affected the next development of enterprises. LH company introduction of performance management is the last five years, after several years of learning and exploration, the understanding of performance management is constantly changing. Gradually formed a set of operational model, but to be exact, this operation model is not the real performance management, but more focus on immediate interests of the objective management. The KPI index of each department can only reflect the focus of the work of the department, but not scientific and logical, in the process of operation. Emphasis on the completion of the hard indicators, can not be completed one-sided emphasis on punishment, and ignore the communication and interview with the assessment object, the performance of the promotion of little effect. From the operation of several years of effect. Its positive effects are limited. It is necessary to use scientific theory to revise the performance management method of LH Company. The balanced Scorecard (BSCC) and the key performance indicator (KPI) are the more advanced performance management tools at present. In particular, the use of balanced scorecard can balance the company's short-term and long-term goals, internal and external interests, from the financial, customer, internal, development four dimensions, according to the SMART principle. Step by step deduces the company should have the key performance indicators, these indicators within the strict logical relationship, to ensure the performance evaluation of the system. This paper from the LH company's current performance management system. This paper deeply analyzes the current situation and existing problems of the performance management of the company, and then re-establishes the performance management system of LH company according to the theory and method of balanced Scorecard and key performance indicators. It has a strong guiding role in the formulation of performance indicators and the operation of performance management system, which can provide some reference for similar enterprises.
【学位授予单位】：郑州大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.5;F426.4

【相似文献】