本文選題：績效考核體系 + 關(guān)鍵績效指標(biāo)法��； 參考：《福建農(nóng)林大學(xué)》2017年碩士論文

【摘要】：隨著社會經(jīng)濟(jì)發(fā)展,企業(yè)間競爭越來越激烈,尤其在互聯(lián)網(wǎng)、電子商務(wù)高速發(fā)展的今天,中國百貨銷售行業(yè)已經(jīng)進(jìn)入微利時(shí)代。在此情況下企業(yè)如何生存與發(fā)展成為一個(gè)嚴(yán)峻的問題。企業(yè)的活動(dòng)都需要人來完成,人才的管理與績效考核體系的構(gòu)建已成為企業(yè)間競爭的核心內(nèi)容,這是人力資源管理的關(guān)鍵,也是企業(yè)發(fā)展的根基。績效考核體系工作涉及多方因素,是一項(xiàng)重要而又復(fù)雜的工作,制定一種能夠符合實(shí)際、可量化的績效考核體系制度,將企業(yè)戰(zhàn)略目標(biāo)與員工績效、部門績效通過績效考核的方式進(jìn)行整合,對于企業(yè)目標(biāo)的實(shí)現(xiàn)有著積極的作用,同時(shí)又具有極其重要的現(xiàn)實(shí)意義。論文從A公司的績效管理體系研究入手,通過參考相關(guān)文獻(xiàn),學(xué)習(xí)和總結(jié)了有關(guān)績效考核體系理論后,以關(guān)鍵績效指標(biāo)法、平衡計(jì)分卡等為理論基礎(chǔ),尋找出A公司人力資源管理及績效考核體系現(xiàn)狀中存在的重點(diǎn)問題,其中主要包括績效考核中出現(xiàn)的戰(zhàn)略定位不明確、指標(biāo)體系不清晰、結(jié)果應(yīng)用不全面及考核對象參與度低方面。通過績效考核理論研究,對公司高、中、基層管理人員及員工的工作特點(diǎn)分析,結(jié)合A公司的實(shí)際情況與戰(zhàn)略目標(biāo),研究企業(yè)的績效考核體系,在強(qiáng)調(diào)系統(tǒng)管理的前提下,針對考核對象的層級進(jìn)行了差異化績效體系制度的制定,將企業(yè)的戰(zhàn)略目標(biāo)分解到各部門、各層級及員工個(gè)人中加以落實(shí),從而形成比較完善的績效考核指標(biāo)。績效考核體系是實(shí)施戰(zhàn)略管理的重要工具,論文順應(yīng)企業(yè)管理變革的要求,一方面,對A公司績效考核體系進(jìn)行設(shè)計(jì),分析公司成長發(fā)展的關(guān)鍵因素,從平衡計(jì)分卡的四個(gè)方面萃取出關(guān)鍵績效指標(biāo),將員工的目標(biāo)與組織的愿景有效結(jié)合。另一方面,制定保障措施,從保障績效管理團(tuán)隊(duì)建設(shè),完善績效考核體系機(jī)制,重視績效管理體系氛圍方面,多措并舉,對企業(yè)的總體目標(biāo)的實(shí)現(xiàn),提升管理人員及員工的執(zhí)行力起到了一定的推進(jìn)作用。
[Abstract]:With the development of social and economic development, the competition among enterprises is becoming more and more intense, especially on the Internet and the rapid development of e-commerce. In this case, the sales industry of Chinese department stores has entered the era of micro profit. In this case, how to survive and develop is a serious problem. The activities of the enterprise need to be completed, the management of talents and the performance appraisal body. The construction of the Department has become the core of the competition among enterprises, which is the key to the management of human resources and the foundation of the development of the enterprise. The performance assessment system involves many factors, and is an important and complex work. The integration of department performance through the performance assessment method has a positive effect on the realization of the enterprise goal and has a very important practical significance. This paper, starting with the research on the performance management system of A company, studied and summed up the theory of performance evaluation system through the reference of relevant literature, and leveled the key performance index method. On the basis of the theoretical basis, this paper seeks to find out the key problems in the current situation of human resource management and performance assessment system in A company, including unclear strategic positioning, unclear index system, incomplete application and low participation in the performance assessment. Based on the actual situation and strategic objectives of A company, the performance appraisal system of the enterprise is studied, and the system of differential performance system is made on the basis of the system management, and the strategic objectives of the enterprise are divided into various departments, various levels and different levels. The performance appraisal system is an important tool for the implementation of the strategic management. The paper complies with the requirements of the enterprise management reform. On the one hand, it designs the performance appraisal system of A company, analyzes the key factors of the growth and development of the company, and extracts from the four aspects of the balanced scorecard. On the other hand, we should make the key performance indicators to combine the objectives of the staff with the vision of the organization. On the other hand, it is necessary to establish the safeguard measures, from the guarantee of the construction of the performance management team, the improvement of the performance appraisal system mechanism, the emphasis on the atmosphere of the performance management system, the realization of the overall objectives of the enterprise and the promotion of the executive ability of the managers and staff. A certain propelling effect.

【學(xué)位授予單位】：福建農(nóng)林大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F426.8

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本文編號：1795467