PG汽车销售服务集团绩效管理方案优化设计

发布时间：2018-10-23 13:31

【摘要】：人力资源同物质资源和信息资源一起组成企业的三大资源,而物质资源和信息资源只有通过人力资源的加工和创造才能产生价值。随着国内各经济产业的快速发展,社会文明的不断进步,越来越多的企业开始重视人力资源的发展,而人力资源管理中与企业战略联系最为紧密又直接与企业战略目标达成相关的就是绩效管理。如今,绩效管理已几近成为衡量企业管理水平的标准。在我国,绩效管理研究起步较晚,国内企业的绩效管理水平差异较大,有些企业的绩效管理还停留在绩效考核的阶段；有些企业的绩效管理与企业战略脱节；有些企业的绩效管理没有起到正向激励的作用使员工满意度持续降低。PG集团公司是随着国内汽车产业发展而一同发展起来的汽车销售服务企业,是一家经营着7个豪华超豪华汽车品牌30余家4S店的连锁经营集团公司。近年,随着汽车产业国内市场的日趋成熟,乘用车辆基本需求的日趋饱和,汽车销售服务行业的黄金十年已经过去,PG集团公司在开源困难的情况下拟改进管理水平,以精细化管理达到节流的目的。PG集团公司原有的人力资源管理体系较为完备,人力资源管理也使用较为先进的信息化模块进行管理,但绩效管理水平却还停留在较为粗放的阶段,绩效管理没有和公司的战略目标相结合,基本还停留在绩效考核阶段。本文通过深度访谈法、问卷调查法、比较分析法等研究方法,深入剖析PG集团公司绩效管理中存在的问题,将提炼出的绩效管理问题进行归纳与分析。针对PG集团公司存在的各类绩效管理问题通过大量的文献分析结合绩效、绩效管理、激励理论等基本理论支持,根据PG集团公司的实际经营状况、企业战略目标、业务流程、岗位特点、人力资源管理现状等,对PG集团公司的绩效管理方案进行了优化设计。并在本文的末尾对优化后的绩效方案制定了可行性实施计划；提出了实施的保障；最终进一步阐述了对绩效方案的持续改进思路。
[Abstract]:Human resources, together with material resources and information resources, constitute the three major resources of an enterprise, and material resources and information resources can produce value only through the processing and creation of human resources. With the rapid development of domestic economic industries and the continuous progress of social civilization, more and more enterprises begin to attach importance to the development of human resources. In human resource management, performance management is the most closely related to the enterprise strategy and directly related to the enterprise strategic goal. Nowadays, performance management has almost become the standard to measure the level of enterprise management. In our country, the research of performance management starts relatively late, the level of performance management of domestic enterprises is quite different, some enterprises' performance management is still in the stage of performance appraisal, some enterprises' performance management is out of touch with enterprise strategy. The performance management of some enterprises does not play a positive role in encouraging employee satisfaction. PG Group is an automobile sales service company that has developed along with the development of domestic automobile industry. Is a management of 7 luxury super luxury car brands more than 30 4 Shop chain operating group company. In recent years, with the maturity of the domestic market of automobile industry and the saturation of basic demand for passenger vehicles, the golden decade of automobile sales and service industry has passed, and PG Group Company intends to improve its management level under the difficult circumstances of open source. The original human resource management system of PG Group Company is relatively complete, and the human resource management also uses more advanced information module to manage. However, the level of performance management is still in a relatively extensive stage, performance management is not combined with the strategic objectives of the company, basically still stay in the performance appraisal stage. In this paper, through in-depth interview, questionnaire, comparative analysis and other research methods, in-depth analysis of the PG group company performance management problems, will extract the performance management problems are summarized and analyzed. In view of the various kinds of performance management problems existing in PG Group Company, through a lot of literature analysis combined with performance, performance management, incentive theory and other basic theory support, according to the actual operating situation of PG Group, corporate strategic objectives, business processes, This paper optimizes the performance management scheme of PG Group Company, as well as the status quo of human resource management. At the end of this paper, the feasible implementation plan is made for the optimized performance scheme; the guarantee of implementation is put forward; finally, the idea of continuous improvement to the performance scheme is further elaborated.
【学位授予单位】：大连理工大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.471

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