A杂志社员工年终考核的绩效管理研究

发布时间：2018-04-17 05:25

本文选题：杂志社 + 年终考核　；参考：《吉林大学》2012年硕士论文

【摘要】：A杂志社由原来的事业单位改制成为企业，其企业化改革不可避免。在建立现代企业制度下，杂志社结合工作实际，在生产的各个环节都进行了所有制结构调整，在对员工的年终考核项目上逐渐实施了绩效管理。通过业绩考评来体现员工的个体工作效率，激励员工的工作积极性，促进团队合作，引导员工重视工作技能的增长和能力的提升。年终考核项目中的绩效管理主要遵循了业绩优先原则、绩效导向原则、动态管理原则、奖惩结合原则等。绩效考核的薪酬分配管理主要以基础薪酬为基础，效益薪酬为浮动的薪酬分配方式，其比例分别为60%和40%。即每月预发基础薪酬，年终根据杂志社全年效益情况、人事变动情况、新调整的管理方案、年终总数、个人全年出勤情况、完成的个人业绩、各岗位目标管理方案等，按其岗位薪酬计算办法测算出全年的年薪，减去12个月已发放的基础薪酬，所得就是效益薪酬。一次性发放，有增有减，根据个人业绩不同薪酬会有不同。绩效考核优秀的员工不仅在年终考核后会获得丰厚的奖金激励，而且还有提职晋升的机会。杂志社绩效考核及薪酬兑现办法，其中包括对员工的思想品质考核、各岗位员工的业绩目标考核、员工出勤管理等一系列管理办法及考核方案。其中业绩目标考核包括对杂志社编辑部主任、美术编辑、文字编辑、广告业务员、发行人员、排版人员、司机等各个岗位进行了量化的标准化制定。因为考核的侧重点不同，各工种考核得分所占的比例也各不相同。最后综合考评结果，得出员工的最终得分，为员工全年的绩效薪酬的发放提供数字化依据。这一最终考核结果的得出，为管理者全面掌握员工工作情况，加强单位的行政管理提供了有力的依据。绩效考核的实施也为高效管理提供了最好的制度依托。两者相辅相成，互相影响，互相作用。所以说，绩效管理就像一根指挥棒，作为引导员工方向的发动机。指引着员工朝向企业要求的方向前进，而更重要的核心是要保证员工在按要求方向前进时，不断给予正确的指引。所以绩效考核的目的是通过对员工的考核和评价，提高每名员工的个体工作效率，最终实现企业管理的目标，达到企业效益最大化。一个良性的绩效薪酬激励体系不仅将员工的年终考核项目具体化，具有可操作性和可实施性，也会极大地调动全体员工的工作积极性，更是企业以人为本的体现。这样，员工不仅目标明确，可以增长技能、提升能力，更能使个体潜力得以充分发挥。员工会通过考核体验到被认同和自豪感，更增强了对工作的满意度，对单位的责任感。绩效管理通过把每一名员工的工作与集体的整体命运联系在一起，强化了单位的整体经营目标。对员工的工作效果进行量化考核，，会逐渐形成以薪酬和效益为衡量准则的现代企业工资制度，不仅是现代企业人力资源管理的需要，更是建立现代企业制度的必然要求。
[Abstract]:In the establishment of the modern enterprise system , the enterprise reform is inevitable . Under the establishment of the modern enterprise system , the enterprise reform is inevitable . In the establishment of the modern enterprise system , the ownership structure adjustment is carried out in every link of production , and the performance management is gradually implemented on the year - end examination project of the employee . Through the performance appraisal , the employee ' s individual working efficiency is reflected , the employee ' s enthusiasm is stimulated , the team cooperation is promoted , and the staff is guided to pay attention to the growth of the work skills and the promotion of the ability .

Performance management mainly follows performance priority principle , performance guidance principle , dynamic management principle , reward and punishment combination principle , etc .

The excellent staff not only will receive generous bonus incentives after year - end assessment , but also have the opportunity to promote promotion .

The performance appraisal and the compensation method of the magazine include a series of management methods and appraisal schemes for the employee ' s thought quality assessment , the performance goal assessment for each position employee , employee attendance management , etc .

Among them , the performance objective assessment includes standardized formulation of various posts such as director of editorial department of magazine , art editor , word editor , advertisement salesman , issuer , typesetting person , driver and so on .

Because the focus of the appraisal is different , the proportion of all kinds of examination scores is different . At last , the final score of the employee is obtained , which provides the digital basis for the employee ' s performance pay throughout the year .

As a result of the final assessment , it provides a powerful basis for managers to fully master the staff ' s work situation and strengthen the administrative management of the unit . The implementation of the performance appraisal also provides the best system for efficient management . Both of them complement each other and interact with each other .

Therefore , the performance management is like a baton , as an engine to guide the employee ' s direction . It guides the employee to advance toward the direction of the enterprise , and the more important core is to ensure that the employee continuously gives the correct guidance when advancing in the demand direction . Therefore , the purpose of the performance appraisal is to improve the individual working efficiency of each employee through the appraisal and evaluation of the employee , and finally realize the goal of the enterprise management and maximize the enterprise benefit .

A benign performance salary incentive system not only embodies the employee ' s year - end assessment project , has operability and enforceability , but also greatly mobilizes the employee ' s enthusiasm , and is more people - oriented . The employee can realize the overall management objective of the unit by checking the employee ' s work with the overall destiny of the group . The employee ' s performance management will gradually form the modern enterprise wage system with the compensation and benefit as the measurement criterion , not only the need of the modern enterprise human resources management , but also the inevitable requirement of establishing the modern enterprise system .

【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G231

【参考文献】