本文選題：績(jī)效考評(píng) + 績(jī)效考核模式��； 參考：《電子科技大學(xué)》2017年碩士論文

【摘要】：在以創(chuàng)新驅(qū)動(dòng)經(jīng)濟(jì)發(fā)展的時(shí)代背景下,全球各地的企業(yè)正經(jīng)受著愈來(lái)愈激烈的國(guó)際與國(guó)內(nèi)市場(chǎng)的考驗(yàn),為了增強(qiáng)企業(yè)自身的市場(chǎng)競(jìng)爭(zhēng)實(shí)力和對(duì)環(huán)境的應(yīng)變能力,大量企業(yè)都在尋求提升競(jìng)爭(zhēng)力的有效方法。實(shí)踐表明,建立和施行有效的績(jī)效考核體系有助于企業(yè)提升績(jī)效管理水平,推動(dòng)企業(yè)管理進(jìn)步,不斷創(chuàng)造良好業(yè)績(jī)。通過(guò)有效的績(jī)效考核體系將組織和員工有機(jī)地結(jié)合起來(lái),使之成為企業(yè)積極參與競(jìng)爭(zhēng)、實(shí)現(xiàn)既定目標(biāo)的重要保障。本文以H公司的績(jī)效考核問(wèn)題為研究對(duì)象,通過(guò)對(duì)企業(yè)進(jìn)行實(shí)地走訪、問(wèn)卷調(diào)查、現(xiàn)場(chǎng)觀察、集體座談和個(gè)別面談等方式,對(duì)企業(yè)的生產(chǎn)經(jīng)營(yíng)、組織結(jié)構(gòu)、人員情況以及績(jī)效評(píng)估等情況開(kāi)展了調(diào)查研究。經(jīng)調(diào)查得知,該企業(yè)在績(jī)效考評(píng)工作存在較多實(shí)際難題,主要表現(xiàn)為:1.對(duì)績(jī)效考核的認(rèn)識(shí)存在誤區(qū);2.績(jī)效考核的目標(biāo)不明確;3.績(jī)效目標(biāo)分解缺乏可靠依據(jù);4.考核指標(biāo)沒(méi)有形成體系;5.考核模式落后等。針對(duì)績(jī)效考評(píng)面臨的以上難題,通過(guò)查閱文獻(xiàn)和資料研究,借鑒目標(biāo)管理、關(guān)鍵績(jī)效指標(biāo)、平衡計(jì)分卡和360度考核等理論方法,對(duì)該企業(yè)績(jī)效考核系統(tǒng)進(jìn)行了以下改進(jìn):1.通過(guò)梳理并形成了績(jī)效指標(biāo)的選取和確立流程;2.規(guī)范了績(jī)效評(píng)價(jià)的標(biāo)準(zhǔn);3.明確定了績(jī)效指標(biāo)權(quán)重的分配方法;4.建立績(jī)效指標(biāo)計(jì)算的數(shù)學(xué)模型;5.形成了新的績(jī)效考核模式。為了讓優(yōu)化改進(jìn)后的績(jī)效考核體系充分發(fā)揮有效作用,對(duì)績(jī)效考核體系運(yùn)行的相關(guān)保障,提出了具體的建議和應(yīng)對(duì)措施�；谄髽I(yè)長(zhǎng)遠(yuǎn)發(fā)展的考慮,本文還對(duì)H公司績(jī)效考核體系運(yùn)行的組織領(lǐng)導(dǎo)工作提出了參考建議,著重強(qiáng)調(diào)了績(jī)效反饋和考核結(jié)果應(yīng)用的重要價(jià)值,力求績(jī)效考核體系的各項(xiàng)改進(jìn)能夠真正落到實(shí)處,為企業(yè)全面提升績(jī)效管理水平和實(shí)現(xiàn)可持續(xù)發(fā)展目標(biāo)打下堅(jiān)實(shí)基礎(chǔ)。同時(shí),也希望本文所做的研究能夠?yàn)榇嬖陬愃茊?wèn)題的企業(yè)提供一些實(shí)用的借鑒和參考。
[Abstract]:Under the background of innovation-driven economic development, enterprises all over the world are undergoing the test of increasingly fierce international and domestic markets, in order to enhance their own market competition strength and the ability to adapt to the environment. A large number of enterprises are looking for effective ways to improve their competitiveness. Practice shows that the establishment and implementation of an effective performance appraisal system will help enterprises to improve the level of performance management, promote the progress of enterprise management, and constantly create good performance. Through the effective performance appraisal system, the organization and the staff are organically combined together, making it an important guarantee for the enterprises to participate in the competition actively and realize the established goal. This paper takes the performance appraisal of H Company as the research object, through the field visit, questionnaire survey, field observation, collective discussion and individual interview, etc, to the production management and organization structure of the enterprise. Personnel situation and performance evaluation carried out investigation and research. According to the investigation, there are many practical problems in the performance appraisal of the enterprise, mainly as: 1. 1. There are some misunderstandings about performance appraisal. The goal of performance appraisal is not clear. The decomposition of performance goals is lack of reliable basis. The examination index did not form the system. The examination model is backward and so on. In view of the above problems faced by performance appraisal, by consulting the literature and materials, referring to the theories and methods of objective management, key performance index, balanced scorecard and 360 degree appraisal, this paper improves the performance appraisal system of this enterprise as follows: 1. Through combing and forming the selection of performance indicators and establish the process of 2. The standard of performance evaluation is standardized. Clearly determined the distribution method of the weight of performance indicators. The mathematical model of performance index calculation is established. Formed a new performance appraisal model. In order to optimize and improve the performance appraisal system to give full play to the effective role, this paper puts forward specific suggestions and countermeasures to guarantee the operation of the performance appraisal system. Based on the consideration of the long-term development of the enterprise, the paper also puts forward some suggestions for the organizational leadership of the performance appraisal system of H Company, and emphasizes the important value of performance feedback and the application of the evaluation results. The improvement of the performance appraisal system can be carried out and lay a solid foundation for the enterprises to improve the level of performance management and achieve the goal of sustainable development. At the same time, it is hoped that the research in this paper can provide some practical reference for enterprises with similar problems.
【學(xué)位授予單位】：電子科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F426.88

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本文編號(hào)：2055216