本文選題：績(jī)效考核 + 優(yōu)化設(shè)計(jì)�。� 參考：《西安理工大學(xué)》2017年碩士論文

【摘要】：隨著21世紀(jì)人力資源戰(zhàn)略地位變得越發(fā)重要,企業(yè)能否對(duì)員工進(jìn)行有效的績(jī)效管理也成為了獲取競(jìng)爭(zhēng)優(yōu)勢(shì)的關(guān)鍵因素,也成為企業(yè)能否維持和提高生產(chǎn)力、實(shí)現(xiàn)利潤(rùn)目標(biāo)的有力手段。有效的績(jī)效考核能夠促進(jìn)企業(yè)的運(yùn)作效率,也是企業(yè)提升核心競(jìng)爭(zhēng)力的重要途徑。將績(jī)效考核結(jié)果有效應(yīng)用在企業(yè)管理之中,不僅可以提高企業(yè)的管理水平,促使企業(yè)提升組織層面的績(jī)效,還能夠促進(jìn)每個(gè)員工的個(gè)人發(fā)展,在員工個(gè)人發(fā)展目標(biāo)實(shí)現(xiàn)的同時(shí)達(dá)到戰(zhàn)略上的組織目標(biāo)。首先,本文對(duì)績(jī)效、績(jī)效考核及績(jī)效管理等概念和相關(guān)理論研究進(jìn)行了闡述,以及對(duì)平衡計(jì)分卡、關(guān)鍵績(jī)效考核指標(biāo)(KPI)等國(guó)內(nèi)外先進(jìn)的績(jī)效考核方法展開了論述�；诖�,本文從西安市某設(shè)計(jì)研究院績(jī)效考核的現(xiàn)狀出發(fā),通過分析西安市某設(shè)計(jì)研究院有限公司目前績(jī)效考核體系中存在的主要問題及原因,結(jié)合西安市某設(shè)計(jì)研究院的具體實(shí)際,合理選取適合西安市某設(shè)計(jì)研究院的績(jī)效考核管理體系方法——KPI,為西安市某設(shè)計(jì)研究院有限公司設(shè)計(jì)了結(jié)合該研究院發(fā)展現(xiàn)狀的KPI績(jī)效考核體系。同時(shí),對(duì)該研究院績(jī)效考核體系優(yōu)化進(jìn)行過程在保障措施和實(shí)施建議展開了設(shè)計(jì),提出了相關(guān)建議和保障制度。通過對(duì)該研究院績(jī)效考核體系的優(yōu)化體系設(shè)計(jì),希望能夠?qū)ξ靼彩心吃O(shè)計(jì)研究院實(shí)現(xiàn)自身的戰(zhàn)略目標(biāo)起到一些推動(dòng)作用。
[Abstract]:As the strategic position of human resources becomes more and more important in the 21st century, whether an enterprise can effectively manage its employees has become a key factor to obtain competitive advantages, and it has also become a key factor for enterprises to maintain and improve their productivity. A powerful means of achieving profit goals. Effective performance appraisal can promote the operational efficiency of enterprises, and is also an important way for enterprises to enhance their core competitiveness. Applying the results of performance appraisal to enterprise management effectively can not only improve the management level of the enterprise, but also promote the individual development of each employee. Achieve strategic organizational goals while achieving personal development goals. First of all, this paper expounds the concepts of performance, performance appraisal and performance management, and discusses the advanced performance appraisal methods at home and abroad, such as balanced scorecard, key performance appraisal index (KPI) and so on. Based on this, this paper starts from the present situation of performance appraisal of a design and research institute in Xi'an, and analyzes the main problems and reasons in the current performance appraisal system of a design and research institute in Xi'an. Combined with the specific practice of a design and research institute in Xi'an, The method of performance appraisal management system suitable for a design and research institute in Xi'an is reasonably selected. The KPI performance appraisal system is designed for a design and research institute of Xi'an city, which is combined with the present situation of development of the research institute. At the same time, the optimization process of the performance appraisal system of the institute is designed in terms of safeguard measures and implementation suggestions, and the relevant suggestions and security systems are put forward. Through the optimization system design of the performance appraisal system of the institute, it is hoped that it will play a role in promoting the realization of the strategic objectives of a design and research institute in Xi'an city.
【學(xué)位授予單位】：西安理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F426.92

【參考文獻(xiàn)】

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本文編號(hào)：1876107