本文選題：國(guó)有企業(yè) + 知識(shí)型人才�。� 參考：《沈陽(yáng)理工大學(xué)》2017年碩士論文

【摘要】：作為21世紀(jì)新時(shí)代,知識(shí)的創(chuàng)造和應(yīng)用主要依賴于知識(shí)型人才,知識(shí)型人才是企業(yè)發(fā)展的根本源泉,是企業(yè)競(jìng)爭(zhēng)的核心動(dòng)力,企業(yè)要做大做強(qiáng),其核心理念就是知識(shí)型人才的管理。為了使企業(yè)在日益激烈競(jìng)爭(zhēng)的市場(chǎng)環(huán)境中脫穎而出,越來(lái)越多的企業(yè)開始重視對(duì)人才的管理,不斷擴(kuò)充、完善人力資源的管理體系,引進(jìn)西方國(guó)家提出的先進(jìn)績(jī)效管理體系制度,通過完善的績(jī)效管理體系來(lái)培養(yǎng)、吸引、留住更多的知識(shí)型人才,是企業(yè)獲得競(jìng)爭(zhēng)優(yōu)勢(shì)的關(guān)鍵所在。現(xiàn)如今,國(guó)內(nèi)有很多企業(yè)已經(jīng)認(rèn)識(shí)了績(jī)效管理理念的重要性,并且公司的管理部門的領(lǐng)導(dǎo)者也都在積極、配合推動(dòng)公司的整體績(jī)效管理體系推動(dòng),尤其是對(duì)于國(guó)有企業(yè),但是,有很多企業(yè)仍然存在著企業(yè)整體績(jī)效管理體系運(yùn)行效果不理想現(xiàn)象,在很多情況下,都是激情滿滿的開始,最后半途而廢,不了了之,更多只是在表面做文章,沒有起到真正的作用,此外,知識(shí)型人才與普通員工不同,在工作過程中很難進(jìn)行把控,也很難對(duì)其過程進(jìn)行度量,因此,在績(jī)效過程中不能忽視與普通員工之間的差異。本文以沈陽(yáng)JC公司為研究對(duì)象,主要研究該公司知識(shí)型人才績(jī)效管理方面所存在的不足和以及如何提升公司績(jī)效管理等問題。本文首先在前人研究的基礎(chǔ)上介紹了知識(shí)型人才和績(jī)效管理的相關(guān)理論基礎(chǔ),然后針對(duì)沈陽(yáng)JC公司知識(shí)型人才績(jī)效管理現(xiàn)狀做了深入的調(diào)查分析,并找出了其中存在的主要問題和原因,最后本文針對(duì)沈陽(yáng)JC公司的實(shí)際情況提出了加強(qiáng)知識(shí)型人才績(jī)效管理的建議措施,希望以此推動(dòng)沈陽(yáng)JC公司的內(nèi)部管理制度建設(shè),從而提升公司的整體發(fā)展水平和市場(chǎng)競(jìng)爭(zhēng)力。本文的主要研究思路是通過對(duì)知識(shí)型人才的績(jī)效管理計(jì)劃制定、評(píng)估、應(yīng)用、結(jié)果、反饋構(gòu)建出符合國(guó)有企業(yè)知識(shí)型人才的績(jī)效管理體系,其中以知識(shí)型人才不斷的績(jī)效溝通貫穿于始終。本文的研究對(duì)沈陽(yáng)JC公司和其它企業(yè)改進(jìn)提升知識(shí)型人才績(jī)效管理具有重要的借鑒和參考意義。
[Abstract]:As a new era in the 21st century, the creation and application of knowledge mainly depend on knowledge talents. Knowledge talents are the fundamental source of enterprise development and the core motive force of enterprise competition. Its core idea is the management of knowledge-based talents. In order to make enterprises stand out in the increasingly competitive market environment, more and more enterprises begin to attach importance to talent management, expand constantly, and improve the management system of human resources. Introducing the advanced performance management system put forward by western countries, training, attracting and retaining more knowledge talents through perfect performance management system is the key for enterprises to gain competitive advantage. Nowadays, many domestic enterprises have realized the importance of the concept of performance management, and the leaders of the management department of the company are also active in promoting the overall performance management system of the company, especially for the state-owned enterprises, but, Many enterprises still have the phenomenon that the overall performance management system of the enterprise is not working well. In many cases, it is the beginning of passion, the final half-way to give up, the end of it, and most of them are just making a fuss on the surface. In addition, it is difficult to control and measure the process of knowledge talents, which is different from ordinary employees. Therefore, the differences between knowledge talents and ordinary employees can not be ignored in the process of performance. This paper takes Shenyang JC Company as the research object, mainly studies the deficiency of the company's knowledge talent performance management and how to improve the company's performance management and so on. This paper first introduces the theoretical basis of knowledge talent and performance management on the basis of previous studies, and then makes an in-depth investigation and analysis on the current situation of knowledge talent performance management in Shenyang JC Company. And find out the main problems and reasons, finally, this paper puts forward some suggestions to strengthen the performance management of knowledge talents in view of the actual situation of Shenyang JC Company, hoping to promote the construction of internal management system of Shenyang JC Company. In order to enhance the overall development of the company and market competitiveness. The main research idea of this paper is to construct the performance management system of the knowledge talents in the state-owned enterprises by making, evaluating, applying, and feedback the performance management plan of the knowledge talents. Among them, continuous performance communication with knowledge-based talents runs through all the time. The research of this paper has important reference significance for improving the performance management of knowledge talents in Shenyang JC Company and other enterprises.
【學(xué)位授予單位】：沈陽(yáng)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;F426.4

【參考文獻(xiàn)】

相關(guān)期刊論文 前6條

1 修卿善,王潔;知識(shí)型員工的管理與激勵(lì):企業(yè)贏得持續(xù)競(jìng)爭(zhēng)優(yōu)勢(shì)的關(guān)鍵[J];湘潭工學(xué)院學(xué)報(bào)(社會(huì)科學(xué)版);2003年04期

2 劉琴,徐擁軍,陳幸華;論知識(shí)型員工的激勵(lì)[J];求索;2002年05期

3 張向前,黃種杰,蒙少東;信息時(shí)代知識(shí)型員工管理發(fā)展的新趨勢(shì)[J];情報(bào)科學(xué);2002年08期

4 張望軍,彭劍鋒;中國(guó)企業(yè)知識(shí)型員工激勵(lì)機(jī)制實(shí)證分析[J];科研管理;2001年06期

5 汪群,王穎;淺談知識(shí)型員工及其有效激勵(lì)機(jī)制構(gòu)建[J];現(xiàn)代經(jīng)濟(jì)探討;2001年08期

6 張向前;知識(shí)經(jīng)濟(jì)與人力資源管理[J];科技與管理;2000年03期

，

本文編號(hào)：1932596