本文關(guān)鍵詞：績效管理在軍隊人力資源中的應(yīng)用　出處：《上海外國語大學(xué)》2009年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 軍隊 人力資源 績效管理 實踐應(yīng)用

【摘要】： 在當(dāng)今世界,軍事領(lǐng)域的競爭異常激烈,各國軍隊的競爭就是人才的競爭,也是軍事人力資源管理的競爭。由于軍隊人才的吸引和保留任務(wù)十分艱巨,新軍事變革不僅是軍事技術(shù)和軍隊組織體制的變革,也是一場軍事人力資源管理的變革。隨著理論和實踐研究的發(fā)展,績效管理在軍隊人力資源管理中逐漸獲得了應(yīng)用。由于起步較晚,我國績效管理研究的理論和實踐尚不成熟,還存在很多問題。本文研究分析了軍隊績效管理的現(xiàn)狀及特點,針對軍隊現(xiàn)行績效管理的各個環(huán)節(jié)中存在的問題,提出了系統(tǒng)的解決方法,并結(jié)合具體單位進行了案例分析。 本文主要有以下創(chuàng)新點: 第一,用SWOT理論全面分析軍隊績效管理現(xiàn)狀,研究軍隊在實施績效管理過程中具有的優(yōu)劣勢,解析軍隊績效管理工作身處的環(huán)境與面臨的挑戰(zhàn)機遇,用比較客觀與準(zhǔn)確的方法判斷軍隊績效管理工作過程中存在的不足與問題。較一般性的軍隊績效管理研究工作更有針對性的指導(dǎo)意義。 第二,用系統(tǒng)論的方法將軍隊績效管理體系看作一個大系統(tǒng),注重整體協(xié)調(diào)一致的同時也對績效計劃、績效評估等分系統(tǒng)進行了研究,并在此基礎(chǔ)上提出建立軍隊績效管理應(yīng)遵循的原則,對如何制定有效的績效計劃和開展績效溝通等績效管理的各個方面進行了深入的研究,對績效管理體系的改進提出了較為完整的參考意見。
[Abstract]:In today's world, the competition in the military field is extremely fierce, the competition of military forces is the competition of talents, but also the competition of the management of military human resources, because the task of attracting and retaining military talents is very arduous. The new military reform is not only a change of military technology and military organization system, but also a change of military human resource management. With the development of theory and practice research. Performance management has been gradually applied in the military human resources management. Due to the late start, the theory and practice of performance management research in China is not yet mature. There are still many problems. This paper studies and analyzes the current situation and characteristics of military performance management, aiming at the existing problems in the current military performance management, put forward a systematic solution. And combined with specific units to carry out a case study. This paper has the following innovations: First, using SWOT theory to analyze the current situation of military performance management, to study the advantages and disadvantages of the military performance management process, to analyze the military performance management work in the environment and challenges. Using more objective and accurate methods to judge the shortcomings and problems in the process of military performance management is more pertinent and instructive than the general research work of military performance management. Second, the military performance management system is regarded as a large system with the method of system theory. While paying attention to the overall coordination and consistency, it also studies the performance planning, performance evaluation and other sub-systems. On this basis, the establishment of military performance management should follow the principles, how to formulate effective performance plans and performance communication and other aspects of performance management has been deeply studied. The improvement of the performance management system is put forward a more complete reference.
【學(xué)位授予單位】：上海外國語大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2009
【分類號】：E263;C931

【引證文獻(xiàn)】

相關(guān)期刊論文 前1條

1 戴娜;董衛(wèi)華;;借鑒現(xiàn)代人力資源管理模式推進靶場科技人才隊伍建設(shè)[J];繼續(xù)教育;2012年05期

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本文編號：1401297