重庆HC公司绩效管理体系研究

发布时间：2018-07-09 10:29

本文选题：绩效管理体系 + 平衡计分卡　；参考：《电子科技大学》2014年硕士论文

【摘要】：在经济全球化和国际化日趋明显的今天,人力资本己成为企业竞争力的根本,企业的发展固然离不开优秀的人力资源有效配置。而绩效管理在企业的人力资源管理中占据着核心的地位,是企业战略目标落地的有效工具,是提高员工绩效的有效手段。随着科技进步和经济快速发展,电信营运商企业面临巨大挑战,如何通过科学的绩效管理来提高企业的市场竞争力,取得长期竞争优势,是企业生存和健康发展必须首要考虑的问题。绩效管理是企业人力资源管理的一个重要组成部分,是组织实现战略目标的有效控制手段。随着电信经济体制的改革,建立一套高效的、针对性强的绩效管理机制是我国电信企业迫切需要解决的问题。在日益严酷的竞争环境下,电信公司越来越深刻意识到绩效管理对企业的重要性。因此对绩效管理有了更严格的要求,希望通过搭建完善的绩效管理体系实现公司整体竞争力的最终提升。本文基于企业战略目标绩效管理理论和方法,以重庆HC公司的绩效管理系统作为实例,详细阐述一个企业基于战略目标建立的绩效管理体系到通过绩效管理的方式实施企业目标的全过程。结合重庆HC公司实际情况,实行理论与实践相结合研究以及定量、定性相结合的办法,改进了企业既往的绩效管理,构建了能力、结果兼顾型绩效指标体系,从而为企业解决了其战略推进过程中的绩效管理机制。本文就探索背景、世界范围内的探索现状进行了阐述,随后剖析了有关的绩效管理理论,目的在于为文章后续探索埋下方法、理论伏笔。接着介绍了企业概况,分析了其当前绩效管理现状,认为:企业的战略实施与现有绩效管理不吻合,绩效考核结果运用不足,绩效管理不等同于简单的绩效考核,财务指标占比偏大等。就此,笔者给出了公司各环节的绩效管理改进意见,运用重要绩效指标、平衡积分卡等方法,对现有绩效管理体系,进行优化设计,最终获得完整的与公司战略目标保持对应关系的企业绩效管理系统,以此提高企业绩效水准,激励员工完成企业战略目标,对企业的未来发展意义重大。
[Abstract]:Nowadays, with the economic globalization and internationalization becoming more and more obvious, human capital has become the fundamental of enterprise competitiveness, and the development of enterprises can not be separated from the effective allocation of excellent human resources. The performance management occupies the core position in the enterprise human resources management, is the effective tool which the enterprise strategic goal falls to the ground, is the effective means to improve the staff performance. With the rapid development of science and technology and the rapid development of economy, telecom operators are facing enormous challenges. How to improve the market competitiveness of enterprises through scientific performance management and obtain long-term competitive advantage, Is the enterprise survival and the healthy development must first consider the question. Performance management is an important part of enterprise human resource management and an effective control method to achieve strategic objectives. With the reform of telecommunication economic system, it is an urgent problem for Chinese telecom enterprises to establish a set of efficient and targeted performance management mechanism. In the increasingly harsh competitive environment, telecom companies are becoming more and more aware of the importance of performance management to enterprises. Therefore, there are more stringent requirements for performance management, hoping to build a perfect performance management system to achieve the final improvement of the overall competitiveness of the company. Based on the theory and method of enterprise strategic objective performance management, this paper takes the performance management system of Chongqing HC Company as an example. The whole process from a performance management system based on strategic objectives to the implementation of enterprise objectives through performance management is described in detail. Combining with the actual situation of Chongqing HC Company, combining theory with practice and combining quantitative and qualitative methods, this paper improves the performance management of enterprises in the past, constructs the capability, and gives consideration to the results of the performance index system. Thus, the performance management mechanism in the process of strategic advancement is solved for the enterprise. This paper expounds the background of the exploration and the current situation of the exploration worldwide, and then analyzes the relevant performance management theory, with the aim of laying down the method for the subsequent exploration of the article. Then it introduces the general situation of the enterprise, analyzes the current situation of performance management, and points out that the strategy implementation of the enterprise does not coincide with the existing performance management, the result of performance appraisal is insufficient, and the performance management is not equal to the simple performance appraisal. Financial indicators account for a large proportion of the class. In this paper, the author gives some suggestions on how to improve the performance management of every link of the company, and optimizes the design of the existing performance management system by using the methods of important performance index and balanced integral card. Finally, a complete enterprise performance management system corresponding to the company's strategic objectives is obtained to improve the performance level of the enterprise and motivate the employees to complete the strategic objectives, which is of great significance to the future development of the enterprise.
【学位授予单位】：电子科技大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F626

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