本文選題：企業(yè)考核體系　切入點(diǎn)：關(guān)鍵業(yè)績(jī)指標(biāo)　出處：《大連海事大學(xué)》2017年碩士論文

【摘要】：人力資源開(kāi)發(fā)與管理過(guò)程中,績(jī)效考核是其中最基礎(chǔ)的工作,企業(yè)在經(jīng)營(yíng)發(fā)展中所有的管理環(huán)節(jié)都和績(jī)效考核有著密切的聯(lián)系,在當(dāng)前企業(yè)發(fā)展中人力資源開(kāi)發(fā)管理越來(lái)越重要,績(jī)效考核也自然成為了企業(yè)高度重視的部分。因此,績(jī)效考核的方法與思想逐步被各大公司所接受應(yīng)用。KPI作為企業(yè)在經(jīng)營(yíng)運(yùn)作中最為關(guān)鍵的要素總結(jié)提煉,也是歷經(jīng)眾多次實(shí)踐所得到的能夠?qū)ζ髽I(yè)和個(gè)人績(jī)效帶來(lái)影響的指標(biāo);和其它的績(jī)效指標(biāo)比較,關(guān)鍵績(jī)效指標(biāo)能夠?qū)�(gè)人與公司和部門(mén)之間緊密聯(lián)系在一起,對(duì)實(shí)現(xiàn)企業(yè)戰(zhàn)略目標(biāo)非常有利,同時(shí)由于關(guān)鍵績(jī)效指標(biāo)比其它的一些績(jī)效指標(biāo)要簡(jiǎn)單精要,在可控制性能和管理方面都比較有優(yōu)勢(shì)。本文以KPI指標(biāo)的具體設(shè)計(jì)和應(yīng)用為基礎(chǔ),根據(jù)企業(yè)的實(shí)際情況,結(jié)合企業(yè)的發(fā)展戰(zhàn)略,人力資源管理、企業(yè)培訓(xùn)、績(jī)效輔導(dǎo)、績(jī)效反饋等手段,提出了更高要求和更加系統(tǒng)的績(jī)效考核方案。通過(guò)逐層分解企業(yè)的戰(zhàn)略目標(biāo),建立企業(yè)部門(mén)和個(gè)人的關(guān)鍵績(jī)效指標(biāo),將量化的財(cái)務(wù)指標(biāo)和無(wú)法量化企業(yè)文化建設(shè)指標(biāo)相結(jié)合,最后建立KPI指標(biāo),使得之前績(jī)效考核戰(zhàn)略缺乏的弊端得到避免,使得對(duì)企業(yè)價(jià)值最為關(guān)鍵的經(jīng)營(yíng)活動(dòng)的狀況始終能被管理者關(guān)注和了解,使得公司的戰(zhàn)略執(zhí)行具有了強(qiáng)大的動(dòng)力,客觀的反映了企業(yè)經(jīng)營(yíng)目標(biāo)。為了更好地設(shè)計(jì)Z公司的考核體系,需要對(duì)Z公司的考核體系進(jìn)行準(zhǔn)備;然后,通過(guò)制定Z公司的KPI、確定Z公司的KPI權(quán)重、落實(shí)KPI程序等來(lái)設(shè)計(jì)Z公司的KPI考核體系。Z公司考核體系的實(shí)施需要Z公司的組織結(jié)構(gòu)科學(xué)合理,業(yè)務(wù)流程完善健全和基于KPI的企業(yè)文化環(huán)境;按照KPI績(jī)效考核設(shè)計(jì)方案按照百分制的評(píng)分標(biāo)準(zhǔn)進(jìn)行評(píng)分。通過(guò)上述分析,Z公司通過(guò)績(jī)效考核制度的實(shí)施,在激勵(lì)和員工發(fā)展,實(shí)現(xiàn)公司的目標(biāo),提升企業(yè)競(jìng)爭(zhēng)力等方面的目標(biāo)基本實(shí)現(xiàn),達(dá)到了預(yù)期的效果。
[Abstract]:In the process of human resource development and management, performance appraisal is the most basic work.Human resource development and management are becoming more and more important in the current enterprise development, and performance appraisal has naturally become a highly valued part of the enterprise.Therefore, the methods and ideas of performance appraisal are gradually accepted by major companies as the application of .KPI as the most key elements in the operation of the enterprise summarized and refined.It is also the index that can influence the enterprise and the individual performance after many times of practice. Compared with other performance indicators, the key performance indicator can connect the individual with the company and the department closely.It is very advantageous to realize the strategic goal of the enterprise, at the same time, because the key performance index is simpler and more precise than some other performance indicators, it has more advantages in controllable performance and management.Based on the specific design and application of KPI, according to the actual situation of the enterprise, combined with the development strategy of the enterprise, human resources management, enterprise training, performance guidance, performance feedback and other means,Higher requirements and more systematic performance appraisal scheme are put forward.Through breaking down the strategic goal of the enterprise layer by layer, establishing the key performance index of the enterprise department and individual, combining the quantitative financial index with the index of the enterprise culture construction, finally establishing the KPI index.So that the lack of prior performance appraisal strategy to avoid the shortcomings, so that the most critical to the business value of the management activities can always be concerned about and understand, so that the company has a strong momentum for the implementation of the strategy.Objective reflects the business objectives of the enterprise.In order to better design the assessment system of Z Company, it is necessary to prepare the examination system of Z Company. Then, by making the KPI of Z Company, the KPI weight of Z Company is determined.Implement KPI program to design Z company's KPI examination system. The implementation of Z company's appraisal system needs Z company's organization structure scientific and reasonable, business process perfect and perfect and enterprise culture environment based on KPI;According to the KPI performance appraisal design scheme, according to the scoring standard of the percent system.Through the above analysis, through the implementation of the performance appraisal system, the company has achieved the desired results in terms of motivation and staff development, achieving the company's goal and enhancing the competitiveness of the enterprise.
【學(xué)位授予單位】：大連海事大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92;F426.2

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