成都社科赛斯教育咨询有限公司绩效考核评价研究

发布时间：2018-02-28 20:22

本文关键词： 社科教育教育咨询绩效考核考核指标体系绩效反馈　出处：《新疆大学》2017年硕士论文　论文类型：学位论文

【摘要】：随着知识经济时代的到来,各类人才不可避免的成为第一资源,堪比无形资产,不断地受到各行业的重视。因此,人力资源成为当前我国各行企业获得竞争性优势的主要源泉。任何一个组织部门都希望他们可以提升部门的竞争和管理能力,如何选人、如何用人、最后如何留住人,都是最迫切的问题,也是保持组织创造力鲜活力的竞争优势。绩效考核评价体系则成为正常组织中人力资源管理的重要评定管理关键环节。因此,如何依照企业本身的特色来塑造一个量身打造的绩效考核体系,实施考核成为了各个企业所需要研究的重要问题。本文基于对绩效考核的理论与企业实际情况相结合的研究方法,结合国内外学术界以及企业在绩效考核的理论发展以及取得的成就进行了详细研究分析;并对现有的比较流行的关于绩效考核的理论研究和实施理论进行了详细分析,如目标管理理论、KPI思想以及平衡计分卡思想等进行了详细分析。本文研究了众多中小企业的绩效考核方法和实际情况,并对其公司的实际情况和具体实施办法进行了详细的研究和分析。以成都社科教育咨询有限公司为例,首先,针对该公司总体概况进行了分析和研究,对此问题本文将公司已有的绩效考核管理办法进行了分析,同时对实施情况也展开了一定分析;其次,针对该公司现有的绩效考核办法中存在的问题进行了详细的研究与分析,比如考核机制不健全、考核指标过于单一化、考核过程不规范以及缺乏反馈等问题;第三,针对存在的问题,因地制宜的结合该公司的实际情况制定切实可行的解决办法。比如,根据不同岗位制定相应的考核策略,实时跟踪考核后的反亏和意见并进一步完善考核办法。该部分还包括了完善考核指标体系原则;第四,针对改进后的绩效考核办法的实施效果进行分析和评估,确保改进的考核策略符合预期和实际情况的需求;最后,从组织、思想、制度、技术、文化和培训等几个方面介绍了与绩效考核相关的保障举措。针对改进的绩效考核办法实施的效果进行评估分析,本文采取了对比的方法。将改进前与改进后的考核结果进行对比分析,得出结论:改进后的考核策略更加符合该公司的实际情况,能够切实做到激励员工的作用。另针对绩效考核结果的沟通和反馈意见的跟踪也落到了实处,并为进一步完善考核体系提供了有力的依据。
[Abstract]:With the arrival of the era of knowledge economy, all kinds of talents inevitably become the first resource, comparable to intangible assets, and are constantly attached importance to by various industries. Human resources have become the main source of competitive advantage for enterprises in our country. Any organization hopes that they can enhance the competition and management ability of the departments, how to select people, how to use people, and finally how to retain people. Both are the most urgent problems, and they are also the competitive advantages of maintaining the vitality of organizational creativity. The performance evaluation system has become an important key link in human resources management in normal organizations. How to shape a tailored performance appraisal system according to the characteristics of the enterprise itself, The implementation of evaluation has become an important issue for each enterprise to study. This paper based on the theory of performance appraisal and the actual situation of the enterprise research method, Combined with the theoretical development and achievement of performance appraisal at home and abroad, this paper makes a detailed research and analysis on the current popular theory and implementation theory of performance appraisal. For example, the theory of objective management, KPI and balanced scorecard are analyzed in detail. This paper studies the performance evaluation methods and the actual situation of many small and medium-sized enterprises. Taking Chengdu Social Science Education Consulting Co., Ltd as an example, first of all, the general situation of the company is analyzed and studied. In this paper, the company's existing performance appraisal management methods are analyzed, at the same time, the implementation of the situation is also analyzed; secondly, the existing performance appraisal methods of the company to carry out a detailed study and analysis of the existing problems, For example, the assessment mechanism is not perfect, the assessment index is too simple, the assessment process is not standardized, and there is a lack of feedback. Third, in view of the existing problems, According to the actual situation of the company to formulate practical solutions. For example, according to different positions to develop the corresponding assessment strategy, This part also includes the principles of perfecting the evaluation index system. 4th, the implementation effect of the improved performance appraisal method is analyzed and evaluated. Ensure that the improved assessment strategy meets the expected and actual needs; finally, from the organizational, ideological, institutional, technical, Several aspects such as culture, training and other aspects of the performance appraisal related to the security measures to evaluate the effectiveness of the implementation of the improved performance appraisal, In this paper, the method of comparison is adopted. The results before and after the improvement are compared and analyzed, and the conclusion is that the improved assessment strategy is more in line with the actual situation of the company. In addition, the communication and feedback of the results of performance appraisal also fall into practice, and provide a strong basis for further improvement of the evaluation system.
【学位授予单位】：新疆大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：G523;F272.92

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