本文選題：績效管理　切入點(diǎn)：目標(biāo)管理　出處：《福建農(nóng)林大學(xué)》2017年碩士論文

【摘要】：當(dāng)今世界經(jīng)濟(jì)發(fā)展迅速,知識成為推動經(jīng)濟(jì)發(fā)展的強(qiáng)大動力,我們在這日益加劇的競爭當(dāng)中體會,人力資源是在當(dāng)前各自資源當(dāng)中處于首要地位。企業(yè)要想在管理方面取得成效,就必須高度重視人力資源問題,同時(shí)在人力資源管理開發(fā)的諸多方法當(dāng)中,績效管理又處于中心地位,企業(yè)只有不斷完善績效考核的方案,使之能夠更加科學(xué)有效地調(diào)動員工的積極性,企業(yè)的人力資源管理才能夠健康有效進(jìn)行。員工作為企業(yè)的生產(chǎn)者,及時(shí)掌握大量專業(yè)知識,具備較高的技能水平,積極工作奉獻(xiàn)社會,但是如果人力資源管理能力不足,就會造成績效水平不高,企業(yè)生產(chǎn)就不會取得很好的效益,也不會獲得長久的發(fā)展?jié)摿ΑＫ?當(dāng)前人力資源管理工作需要關(guān)注的首要問題就是加強(qiáng)績效管理,不斷提升績效管理水平是每個(gè)企業(yè)管理者需要樹立的管理理念,也是我國企業(yè)做大做強(qiáng)的重要保障。筆者在本文中從五個(gè)部分進(jìn)行了論述,第一部分通過緒論簡要論述了為什么也選擇這個(gè)論文題目以及研究績效管理的重要意義,同時(shí)還對國內(nèi)外當(dāng)前研究該問題的現(xiàn)狀進(jìn)行了總結(jié),介紹了研究績效管理問題的目的和具體的研究思路。第二部分是基于目標(biāo)管理的績效管理的基本理論,主要闡述了 "績效管理"、"目標(biāo)管理"以及"基于目標(biāo)管理的績效管理"。第三部分,筆者通過以A公司為例,通過對其進(jìn)行問卷分析等方式深入的研究與分析,歸納A公司現(xiàn)有績效管理系統(tǒng)及運(yùn)行效果。第四部分,通過對A公司的績效管理體系進(jìn)行更深層次的剖析,總結(jié)出存在的問題,并進(jìn)行相應(yīng)的原因分析。第五部分是在上述問題的基礎(chǔ)上,對A公司提出基于目標(biāo)管理績效管理系統(tǒng)的完善建議。具體包括:"加強(qiáng)績效管理培訓(xùn)"、"確定明確的績效目標(biāo)和衡量標(biāo)準(zhǔn)"、"強(qiáng)績效管理過程一績效信息的收集與記錄"以及"改進(jìn)績效管理的激勵方法"。
[Abstract]:Nowadays, the world economy is developing rapidly, and knowledge has become a powerful driving force to promote economic development. In this increasingly fierce competition, we realize that human resources are in the primary position among their respective resources.If an enterprise wants to achieve success in management, it must attach great importance to the problem of human resources. At the same time, among the many methods of human resource management development, performance management is in a central position.Only by making it more scientific and effective to mobilize the enthusiasm of employees, can the human resources management of enterprises be carried out healthily and effectively.As the producer of the enterprise, the employees master a large amount of professional knowledge in time, have a high skill level, work actively and contribute to the society, but if the human resources management ability is insufficient, the performance level will not be high.Enterprise production won't get very good benefit, also won't obtain long-term development potential.Therefore, the current human resources management needs to pay attention to the first issue is to strengthen performance management, constantly improve the level of performance management is every enterprise managers need to set up a management philosophy, but also an important guarantee for our country's enterprises to become bigger and stronger.In this paper, the author discusses from five parts. The first part briefly discusses why to choose the title of this paper and the significance of performance management through the introduction.At the same time, it summarizes the current situation of research on this issue at home and abroad, and introduces the purpose and specific research ideas of performance management.The second part is the basic theory of performance management based on objective management, which mainly expounds "performance management", "objective management" and "performance management based on objective management".The third part, the author through taking A company as an example, through carries on the questionnaire analysis and so on to its thorough research and the analysis, summarizes A company's present performance management system and the running effect.The fourth part, through a deeper analysis of the performance management system of company A, summarizes the existing problems, and carries on the corresponding reason analysis.The fifth part is on the basis of the above problems, A company based on the performance management system to improve the recommendations.These include: "strengthening performance management training", "establishing clear performance objectives and measuring standards", "strong performance management process-collecting and recording of performance information" and "incentive methods to improve performance management".
【學(xué)位授予單位】：福建農(nóng)林大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F259.23

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本文編號：1724407