A公司绩效管理体系设计

发布时间：2018-05-29 15:20

本文选题：绩效管理 + 体系　；参考：《大连海事大学》2016年硕士论文

【摘要】：现代企业处于激烈的竞争中,要想有长远的发展,必须保持高绩效,持续提高企业竞争力。绩效管理是人力资源管理的关键部分,建立符合企业现实状况的绩效管理体系,对于企业绩效水平的提升和战略目标的实现有至关重要的意义。虽然国内大多数大型企业已经实行了绩效管理,但是对于中小企业来说,管理水平较低,绩效管理存在很多问题,导致企业员工工作效率低下,工作积极性和工作热情不高,严重影响企业的发展,迫切需要改进原有绩效管理方法,建立切实可行的绩效管理体系。本文从绩效管理的理论研究出发,通过阅读国内外大量的专业文献和书籍资料,借鉴其他企业优秀案例,结合A企业的实际情况,运用问卷调查法和访谈法对A公司绩效管理进行调研,分析其中存在的问题及原因,使用平衡计分卡和关键绩效指标法设计了绩效管理体系,并制定了相应的保障措施。A公司只有简单的绩效考核办法,没有完整的绩效管理体系,主要存在绩效考核没有与企业的战略目标相结合,指标设计没有体现关键绩效,缺乏绩效反馈沟通等问题,针对这些问题建立了包括绩效计划、绩效监控、绩效考核、绩效反馈四个环节的完整的绩效管理体系。绩效计划环节从企业战略出发,从平衡记分卡财务、客户、内部业务流程、学习与成长四个方面分解细化确定公司级关键绩效指标,分解和承接后产生部门级关键绩效指标和岗位级关键绩效指标,建立绩效指标体系,签订绩效协议,对绩效计划完成情况进行监控、考核和反馈。绩效管理体系就是四个环节的循环系统。绩效管理体系的实施,有利于提高A公司企业及员工绩效,从而提升企业竞争力。
[Abstract]:Modern enterprises are in fierce competition. If they want to have long-term development, they must keep high performance and continuously improve their competitiveness. Performance management is a key part of human resource management. It is of great significance to establish a performance management system in line with the actual situation of enterprises for the promotion of enterprise performance level and the realization of strategic objectives. Although most large enterprises in China have already implemented performance management, for small and medium-sized enterprises, the level of management is low, and there are many problems in performance management, which leads to the low efficiency, enthusiasm and enthusiasm of the employees. As the development of enterprises is seriously affected, it is urgent to improve the original performance management methods and establish a feasible performance management system. This paper starts from the theoretical research of performance management, through reading a large number of professional literature and books at home and abroad, learn from the outstanding cases of other enterprises, combined with the actual situation of enterprise A. This paper investigates the performance management of company A by means of questionnaire and interview, analyzes the existing problems and causes, and designs the performance management system by using the balanced scorecard and the key performance index method. And has formulated the corresponding safeguard measure. A company only has the simple performance appraisal method, does not have the complete performance management system, mainly exists the performance appraisal does not combine with the enterprise strategic goal, the index design does not reflect the key performance. In view of these problems, a complete performance management system including performance planning, performance monitoring, performance evaluation and performance feedback is established. Performance planning links from the enterprise strategy, from the balanced scorecard finance, customers, internal business processes, learning and growth of four aspects of the breakdown of key performance indicators, After decomposing and accepting, the key performance indicators and post level key performance indicators are generated, the performance index system is established, the performance agreement is signed, and the performance plan is monitored, evaluated and feedback. The performance management system is the circulatory system of four links. The implementation of performance management system is conducive to improving the performance of company A and its employees, thus enhancing the competitiveness of enterprises.
【学位授予单位】：大连海事大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92;F426.71

【相似文献】