本文選題：績(jī)效考核　切入點(diǎn)：部門(mén)經(jīng)理　出處：《中原工學(xué)院》2017年碩士論文

【摘要】：企業(yè)發(fā)展要依靠人才,而人才的管理則依賴(lài)于契合人性的制度�？�(jī)效管理之所以廣泛被重視就在于它融合了人才生存與發(fā)展的需要,將人才的職業(yè)發(fā)展目標(biāo)與企業(yè)的發(fā)展目標(biāo)結(jié)合在一起,兩者之間的聯(lián)動(dòng)效果將直接拉動(dòng)企業(yè)效益的抬升。對(duì)于績(jī)效考核所帶來(lái)的巨大效益將直接性的影響著企業(yè)在市場(chǎng)中競(jìng)爭(zhēng)力量。本文正是從這一角度出發(fā)構(gòu)建更加科學(xué)的兆陽(yáng)汽車(chē)有限公司部門(mén)經(jīng)理績(jī)效考核體系。本文綜合運(yùn)用案例分析法與實(shí)證調(diào)查法來(lái)分析兆陽(yáng)汽車(chē)有限公司的績(jī)效考核現(xiàn)狀,利用績(jī)效管理理論對(duì)其進(jìn)行剖析,認(rèn)為兆陽(yáng)汽車(chē)有限公司績(jī)效考核體系取得了一定的效果,調(diào)動(dòng)了員工工作積極性與競(jìng)爭(zhēng)性,給企業(yè)發(fā)展注入了新的動(dòng)力,但績(jī)效制度指標(biāo)設(shè)置不合理以及結(jié)果運(yùn)用方式不當(dāng)?shù)葐?wèn)題。研究結(jié)合公司發(fā)展實(shí)際情況對(duì)其原因進(jìn)行解構(gòu),深入挖掘當(dāng)前績(jī)效考核體系存在的阻礙性因素,認(rèn)為績(jī)效考核文化的缺失很大程度上影響績(jī)效考核效果。研究立足于績(jī)效管理理論以及公司的具體情況,提出了績(jī)效考核體系優(yōu)化要把握績(jī)效指標(biāo)的選擇以及權(quán)重的確定,同時(shí)輔以關(guān)鍵績(jī)效指標(biāo)法的原則與思路。本文提出在績(jī)效考核中需要明確整個(gè)績(jī)效體系的完整性,即要保證績(jī)效成績(jī)之后的反饋與溝通環(huán)節(jié),堅(jiān)持以人為本的理念,將部門(mén)發(fā)展與企業(yè)目標(biāo)結(jié)合在一起,才能提高部門(mén)經(jīng)理的認(rèn)可度,激發(fā)部門(mén)經(jīng)理的工作潛能,要強(qiáng)調(diào)績(jī)效考核體系的動(dòng)態(tài)性,即績(jī)效考核體系要不斷的與內(nèi)外部環(huán)境要素進(jìn)行互動(dòng),適時(shí)調(diào)整績(jī)效考核的指標(biāo)。
[Abstract]:Enterprise development depends on talents, and talent management depends on the system that accords with human nature. The reason why performance management is widely valued is that it combines the needs of the survival and development of talents. Combining the career development goals of talents with the development goals of enterprises, The linkage effect between the two will directly promote the improvement of enterprise benefit. The huge benefit brought about by performance appraisal will directly affect the competitive power of enterprise in the market. A scientific performance appraisal system for department managers of Zhaoyang Automobile Co., Ltd. This paper analyzes the present situation of performance appraisal of Zhaoyang Automobile Co., Ltd by case analysis and empirical investigation. Through the analysis of performance management theory, it is concluded that the performance appraisal system of Zhaoyang Automobile Co., Ltd. has achieved certain results, aroused the enthusiasm and competition of employees, and injected new impetus into the development of enterprises. But the performance system index setting is unreasonable and the result application way is improper and so on. The research unifies the company development actual situation to carry on the deconstruction to its reason, deeply excavates the current performance appraisal system exists the hindrance factor, Based on the theory of performance management and the specific situation of the company, the paper puts forward that the selection of performance indicators and the determination of weight should be grasped in the optimization of performance appraisal system. At the same time, it is accompanied by the principles and ideas of the key performance indicator method. This paper proposes that the integrity of the whole performance system should be defined in performance appraisal, that is, to ensure the feedback and communication after the performance achievement, and to adhere to the people-oriented concept. Only by combining the development of the department with the objectives of the enterprise can the recognition of the department manager be improved, the working potential of the department manager be stimulated, and the dynamic nature of the performance appraisal system be emphasized. That is, the performance appraisal system should constantly interact with the internal and external environmental factors, and adjust the performance evaluation indicators.
【學(xué)位授予單位】：中原工學(xué)院
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92;F426.471

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