A公司部门绩效评价体系研究
发布时间：2018-07-27 17:44
【摘要】：公司部门绩效评价是企业经营中必须面对的一个非常实际的重要课题,它起到的重要作用将影响到企业的快速健康运营发展,属于企业管理的核心问题之一。互联网+时代,全球经济更加快速发展,外部市场和竞争环境瞬息万变,任何一个企业不得不面对各种机遇和挑战,面对纷扰复杂的生存环境和强大的竞争压力。中小企业或者旧有的财务结果导向的评价指标体系,因其单一,无法全面反映企业的综合绩效,不能满足对全过程的评价和监控,不能全面整体的适应企业发展战略,对于中大型企业是一种损失。这些企业要求及时、准确、有效地对经营部门进行绩效评价和反馈执行,就必须建立起相应科学的企业绩效评价体系。本论文是对A公司部门绩效评价体系的案例研究,通过整理国内外绩效评价体系的理论研究,在经过方法论比较后,对A公司各经营部门的实际情况和绩效考核评价进行严谨科学剖析,指出存在问题和不足,采用平衡计分卡,在原理论基础上给出进一步的完善建议,指出打造员工、部门、公司协调同步的重要性,打破原先财务指标单一评价的局面,改造不科学不合理的绩效评价体系,促使A公司在短期利益指标和长期战略指标、财务指标和非财务指标以及内外部指标方面形成平衡,共同助力企业经营整体战略目标的实现和发展。对于A公司过去绩效情况,逐渐综合公司、部门、员工等不同层次的量化考核方式,在薪金、培训、职业生涯设计等方面结合绩效考核的结果,通过绩效管理全过程的监控、反馈和沟通,适时举行绩效结果沟通讨论会,加强对企业战略的宣贯和绩效考核的指导沟通,为企业经营目标和战略实施负责,形成绩效管理有效的反馈和监督机制,实现经营管理优化。也希望能对类似企业提供绩效评价体系方面的参考模板,在经营战略与绩效管理上逐渐走出一条科学规范的道路。
[Abstract]:Corporate sector performance evaluation is a very practical and important subject which must be faced in enterprise management. It plays an important role in the rapid and healthy operation and development of enterprises, and it is one of the core issues of enterprise management. With the rapid development of the global economy and the rapid changes of the external market and competition environment in the Internet era, any enterprise has to face all kinds of opportunities and challenges, and face the complicated living environment and strong competitive pressure. Small and medium-sized enterprises or the old evaluation index system based on financial results, because of its single, can not fully reflect the overall performance of the enterprise, can not meet the entire process of evaluation and monitoring, can not fully adapt to the enterprise development strategy, For large and medium-sized enterprises is a loss. These enterprises require timely, accurate and effective performance evaluation and feedback implementation to the management department, so it is necessary to establish the corresponding scientific enterprise performance evaluation system. This paper is a case study on the performance evaluation system of company A, through the theoretical research of the performance evaluation system at home and abroad, after a methodological comparison, This paper makes a rigorous and scientific analysis of the actual situation and performance evaluation of the management departments of Company A, points out the existing problems and shortcomings, adopts the balanced Scorecard, gives further suggestions for perfection on the basis of the original theory, and points out how to create employees and departments. The importance of coordination and synchronization of companies, breaking the situation of single evaluation of financial indicators, reforming the unscientific and unreasonable performance evaluation system, promoting A company in the short-term benefit index and long-term strategic indicators, Financial indicators and non-financial indicators, as well as internal and external indicators to form a balance, together to help enterprises achieve the overall strategic objectives and development. For the past performance of Company A, we gradually integrated the different levels of quantitative assessment methods, such as company, department, staff, etc., combined with the results of performance appraisal in salary, training, career design, etc., through the monitoring of the whole process of performance management, Feedback and communication, timely holding of performance results communication seminars, strengthening of corporate strategy and performance evaluation of guidance and communication, responsible for the implementation of business objectives and strategies, the formation of effective performance management feedback and supervision mechanism, To realize the optimization of operation and management. We also hope to provide reference template for similar enterprises in performance evaluation system, and gradually step out a scientific and standardized road in business strategy and performance management.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F259.23;F272.5
本文编号：2148657
[Abstract]:Corporate sector performance evaluation is a very practical and important subject which must be faced in enterprise management. It plays an important role in the rapid and healthy operation and development of enterprises, and it is one of the core issues of enterprise management. With the rapid development of the global economy and the rapid changes of the external market and competition environment in the Internet era, any enterprise has to face all kinds of opportunities and challenges, and face the complicated living environment and strong competitive pressure. Small and medium-sized enterprises or the old evaluation index system based on financial results, because of its single, can not fully reflect the overall performance of the enterprise, can not meet the entire process of evaluation and monitoring, can not fully adapt to the enterprise development strategy, For large and medium-sized enterprises is a loss. These enterprises require timely, accurate and effective performance evaluation and feedback implementation to the management department, so it is necessary to establish the corresponding scientific enterprise performance evaluation system. This paper is a case study on the performance evaluation system of company A, through the theoretical research of the performance evaluation system at home and abroad, after a methodological comparison, This paper makes a rigorous and scientific analysis of the actual situation and performance evaluation of the management departments of Company A, points out the existing problems and shortcomings, adopts the balanced Scorecard, gives further suggestions for perfection on the basis of the original theory, and points out how to create employees and departments. The importance of coordination and synchronization of companies, breaking the situation of single evaluation of financial indicators, reforming the unscientific and unreasonable performance evaluation system, promoting A company in the short-term benefit index and long-term strategic indicators, Financial indicators and non-financial indicators, as well as internal and external indicators to form a balance, together to help enterprises achieve the overall strategic objectives and development. For the past performance of Company A, we gradually integrated the different levels of quantitative assessment methods, such as company, department, staff, etc., combined with the results of performance appraisal in salary, training, career design, etc., through the monitoring of the whole process of performance management, Feedback and communication, timely holding of performance results communication seminars, strengthening of corporate strategy and performance evaluation of guidance and communication, responsible for the implementation of business objectives and strategies, the formation of effective performance management feedback and supervision mechanism, To realize the optimization of operation and management. We also hope to provide reference template for similar enterprises in performance evaluation system, and gradually step out a scientific and standardized road in business strategy and performance management.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F259.23;F272.5
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