本文選題：員工績(jī)效管理 + 績(jī)效管理體系��； 參考：《南京師范大學(xué)》2017年碩士論文

【摘要】：在人才流動(dòng)與技術(shù)轉(zhuǎn)移的過(guò)程中,由于適逢金融危機(jī),國(guó)內(nèi)外經(jīng)濟(jì)形勢(shì)不甚樂(lè)觀,以及國(guó)內(nèi)外分公司管理模式的差異,引發(fā)了不少企業(yè)從業(yè)員的高離職率。近年來(lái)H家居每年高達(dá)25%的員工離職率正說(shuō)明了員工績(jī)效管理的重要性。經(jīng)調(diào)查發(fā)現(xiàn),員工的離職率與績(jī)效管理存在高度相關(guān)性。因此,如何完善中小企業(yè)的員工績(jī)效管理,更好地管理、考核與留住優(yōu)秀人才,是本課題的研究背景與出發(fā)點(diǎn)。本文基于H家居的員工績(jī)效管理現(xiàn)狀,運(yùn)用調(diào)查問(wèn)卷分析法與訪談法,對(duì)H家居員工的特點(diǎn)以及員工績(jī)效管理面臨的問(wèn)題進(jìn)行深入調(diào)查,指出H家居員工績(jī)效管理存在的問(wèn)題,運(yùn)用KPI,構(gòu)建以考核維度為主體的績(jī)效管理體系,并分析了 H家居對(duì)于KPI實(shí)施的可操作性和適用性,以期對(duì)H家居績(jī)效管理進(jìn)行改進(jìn)。著名管理大師德魯克教授說(shuō)過(guò),目標(biāo)是為了工作,目標(biāo)是確定每個(gè)人的工作�？�(jī)效管理目標(biāo)具體到各個(gè)部門(mén),績(jī)效責(zé)任分配到員工個(gè)人,控制過(guò)程進(jìn)而來(lái)保證結(jié)果,這句話(huà)明白的反映了企業(yè)績(jī)效考核目標(biāo)落實(shí)到個(gè)人的過(guò)程�？�(jī)效考核目標(biāo)管理體系是企業(yè)最基礎(chǔ)的績(jī)效管理體系。通過(guò)對(duì)企業(yè)中高層管理者的目標(biāo)管理能力和績(jī)效管理能力的培養(yǎng),加強(qiáng)中高層管理者對(duì)企業(yè)戰(zhàn)略目標(biāo)的執(zhí)行力,最終建立起基于目標(biāo)管理的績(jī)效管理體系。為達(dá)成企業(yè)績(jī)效管理目標(biāo),我們必須掌握績(jī)效目標(biāo)管理與績(jī)效管理的原則、方法和技巧,使員工的個(gè)人目標(biāo)和企業(yè)的經(jīng)營(yíng)目標(biāo)完美地統(tǒng)一起來(lái),從而激發(fā)員工最大的工作潛能,形成企業(yè)與員工共同發(fā)展的雙贏的格局。
[Abstract]:In the process of talent flow and technology transfer, due to the financial crisis, the economic situation at home and abroad is not very optimistic, as well as the difference in the management mode of domestic and foreign branch companies, which leads to the high turnover rate of many enterprise employees. In recent years, as high as 25% of H household staff turnover rate shows the importance of employee performance management. It is found that there is a high correlation between employee turnover rate and performance management. Therefore, how to improve the staff performance management, better management, assessment and retention of outstanding personnel, is the research background and starting point. Based on the present situation of H household employee performance management, this paper uses questionnaire analysis and interview method to investigate the characteristics of H household employee and the problems faced by H household employee performance management, and points out the existing problems of H household employee performance management. By using KPI-based performance management system, this paper analyzes the operability and applicability of H home for KPI implementation in order to improve H home performance management. Professor Drucker, the famous management master, said that the goal is to work, the goal is to determine everyone's work. Performance management objectives are specific to various departments, performance responsibility is assigned to the individual employees, control process to ensure the results, this sentence clearly reflects the enterprise performance appraisal goals to the individual process. Performance appraisal target management system is the most basic performance management system. Through the cultivation of the goal management ability and the performance management ability of the senior managers in the enterprise, the executive power of the middle and senior managers to the strategic objectives of the enterprise is strengthened, and finally the performance management system based on the goal management is established. In order to achieve the goal of enterprise performance management, we must master the principles, methods and techniques of performance goal management and performance management, so that the individual goals of employees and the business objectives of the enterprise can be perfectly unified, thus stimulating the maximum working potential of employees. The formation of enterprises and employees common development of a win-win pattern.
【學(xué)位授予單位】：南京師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92;F426.92

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