S公司员工绩效考核策略研究
发布时间：2018-10-29 22:10
【摘要】：由于受到进口低价煤和国家推行清洁能源政策的冲击,国内的煤炭行业利润普遍下滑,这也暴露出了S公司的管理问题,过去粗放式的管理模式已经不能适应企业未来的发展。绩效管理是企业管理的重要组成部分,绩效管理即是生产力的管理。建立完整有效的绩效考核体系有助于提高职工的工作绩效,为企业决策提供依据,有助于营造一个公平和谐的工作氛围,这样才能提高职工的生产力水平,从而提高企业竞争力。然而目前S公司的绩效考核制度存在诸多不足,由于制度设计缺陷和实施力度不强,导致员工不愿意配合绩效考核,而且考核的结果也没有得到良好的运用。所以建立一个切实有效的绩效考核制度,是S公司目前关乎发展的重要问题。本文从S公司现有的绩效考核制度入手,参考了国内外优秀学者和企业家的管理理念,展开对S公司绩效考核方式的修订工作。通过对员工绩效考核满意度调查和S公司现状的分析,综合运用360度测评法和关键指标管理法,将公司的战略目标分解到各个岗位的绩效目标,设计了一套适应S公司现状的绩效考核流程,增加了绩效考核的沟通机制和绩效兑现机制,填补了过去绩效考核中缺失的关键环节,为企业未来实现经营目标奠定了基础。绩效考核制度并不是一次成型的工作,而是要根据企业内部外部两方面环境变化而不断调整,从而构建一个完整动态的闭环流程。总体而言,绩效制度要跟得上变化,在探索未来的绩效考核制度上任重而道远。
[Abstract]:Because of the impact of cheap imported coal and clean energy policy, domestic coal industry profits generally decline, which also exposed the S company's management problems, the past extensive management model can no longer adapt to the future development of enterprises. Performance management is an important part of enterprise management, and performance management is the management of productivity. The establishment of a complete and effective performance appraisal system will help to improve the work performance of the employees, provide the basis for the enterprise decision-making, and help to create a fair and harmonious working atmosphere, so as to improve the productivity level of the staff and workers. In order to improve the competitiveness of enterprises. However, there are many shortcomings in the performance appraisal system of S Company. Because of the defect of the system design and the weak implementation, the employees are unwilling to cooperate with the performance appraisal, and the results of the appraisal are not applied well. Therefore, the establishment of a practical and effective performance appraisal system is an important issue related to the development of S Company. This paper starts with the existing performance appraisal system of S Company, referring to the management ideas of outstanding scholars and entrepreneurs at home and abroad, and carries out the work of revising the performance appraisal method of S Company. Through the investigation of employee performance appraisal satisfaction and the analysis of the current situation of S Company, the strategic objectives of the company are decomposed into the performance objectives of each position by using the 360 degree evaluation method and the key index management method. This paper designs a set of performance appraisal process which adapts to the current situation of S company, increases the communication mechanism and performance realization mechanism of performance appraisal, fills the missing key link in the past performance appraisal, and lays a foundation for the future realization of business objectives. The performance appraisal system is not a formative work, but should be adjusted constantly according to the internal and external environment changes, so as to construct a complete dynamic closed-loop process. In general, the performance system should keep up with the changes and have a long way to go in exploring the future performance appraisal system.
【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】：2015
【分类号】：F272.92;F426.4
本文编号：2298971
[Abstract]:Because of the impact of cheap imported coal and clean energy policy, domestic coal industry profits generally decline, which also exposed the S company's management problems, the past extensive management model can no longer adapt to the future development of enterprises. Performance management is an important part of enterprise management, and performance management is the management of productivity. The establishment of a complete and effective performance appraisal system will help to improve the work performance of the employees, provide the basis for the enterprise decision-making, and help to create a fair and harmonious working atmosphere, so as to improve the productivity level of the staff and workers. In order to improve the competitiveness of enterprises. However, there are many shortcomings in the performance appraisal system of S Company. Because of the defect of the system design and the weak implementation, the employees are unwilling to cooperate with the performance appraisal, and the results of the appraisal are not applied well. Therefore, the establishment of a practical and effective performance appraisal system is an important issue related to the development of S Company. This paper starts with the existing performance appraisal system of S Company, referring to the management ideas of outstanding scholars and entrepreneurs at home and abroad, and carries out the work of revising the performance appraisal method of S Company. Through the investigation of employee performance appraisal satisfaction and the analysis of the current situation of S Company, the strategic objectives of the company are decomposed into the performance objectives of each position by using the 360 degree evaluation method and the key index management method. This paper designs a set of performance appraisal process which adapts to the current situation of S company, increases the communication mechanism and performance realization mechanism of performance appraisal, fills the missing key link in the past performance appraisal, and lays a foundation for the future realization of business objectives. The performance appraisal system is not a formative work, but should be adjusted constantly according to the internal and external environment changes, so as to construct a complete dynamic closed-loop process. In general, the performance system should keep up with the changes and have a long way to go in exploring the future performance appraisal system.
【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】：2015
【分类号】：F272.92;F426.4
【参考文献】
相关期刊论文 前2条
1 林新江;;浅析如何在国有企业建立科学的绩效管理[J];市场周刊(理论研究);2009年07期
2 熊苹;;中小企业绩效管理现状及对策[J];商业时代;2006年07期
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