本文選題：績效指標(biāo) + 平衡積分卡��； 參考：《廣州大學(xué)》2017年碩士論文

【摘要】：隨著經(jīng)濟全球化的到來,市場競爭的壓力越來越大,很多傳統(tǒng)行業(yè)受到較大沖擊,企業(yè)為謀求自身發(fā)展,在加強自身技術(shù)優(yōu)勢的同時,也加大了對人力資源管理的要求和期望�？冃Ч芾硎侨肆Y源管理中一個必不可少的重要環(huán)節(jié),不僅能激發(fā)員工活力,還能改善生產(chǎn)效能。一套設(shè)計合理的績效管理體系,在人力資源管理工作甚至整個企業(yè)的發(fā)展過程中都扮演著非常重要的角色。但是,在企業(yè)管理實踐中,一些理解片面和績效指標(biāo)設(shè)計不合理的現(xiàn)象時常發(fā)生,這必然導(dǎo)致績效管理無法發(fā)揮它應(yīng)有的作用。有鑒于此,很多企業(yè)正在施行的績效管理體系亟待進(jìn)一步優(yōu)化,這也是本文寫作的目的與意義所在。本文選取了傳統(tǒng)的水產(chǎn)行業(yè)的典型案例-廣東粵海飼料集團為研究對象,在查閱大量文獻(xiàn)的基礎(chǔ)上,運用調(diào)查問卷法、訪談法等,對集團的績效管理體系進(jìn)行摸底調(diào)研,發(fā)現(xiàn)該體系主要存在以下問題:績效指標(biāo)難以量化,缺乏明確的評價標(biāo)準(zhǔn);績效管理流程不完善,沒有績效跟蹤;考核結(jié)果應(yīng)用不到位等。通過仔細(xì)分析后發(fā)現(xiàn),導(dǎo)致這些問題的原因主要有:人力資源管理戰(zhàn)略與集團戰(zhàn)略脫節(jié);執(zhí)行度不高;員工素養(yǎng)不夠等。在充分考慮集團實際經(jīng)營運行的前提下,本文從績效指標(biāo)體系和流程運行兩個方面對該集團的績效管理體系進(jìn)行了優(yōu)化。以績效管理的相關(guān)理論為指導(dǎo),結(jié)合粵海飼料集團目前各層員工績效評估現(xiàn)狀,從不同層面分析了問題產(chǎn)生的原因,設(shè)計出基于KPI的績效優(yōu)化方案。該優(yōu)化方案可以全面解決公司目前在員工考核方面存在的諸多問題,對公司充分調(diào)動員工積極性、提高公司經(jīng)營效益有著不可替代的積極意義。
[Abstract]:With the arrival of economic globalization, the pressure of market competition is increasing, and many traditional industries have been greatly impacted. In order to seek their own development, enterprises strengthen their own technological advantages, but also increase the requirements and expectations of human resource management. Performance management is an essential and important link in human resource management, which can not only stimulate staff vitality, but also improve production efficiency. A set of reasonably designed performance management system plays a very important role in the development of human resource management and even the whole enterprise. However, in the practice of enterprise management, some phenomena of one-sided understanding and unreasonable design of performance indicators often occur, which will inevitably lead to the failure of performance management to play its due role. In view of this, many enterprises are implementing the performance management system need to be further optimized, which is the purpose and significance of this paper. This paper selects Guangdong Guangdong Guangdong Feed Group, a typical case of the traditional fishery industry, as the research object. On the basis of consulting a large number of documents, the paper makes a survey of the group's performance management system by using questionnaire and interview methods. It is found that the system has the following problems: the performance indicators are difficult to quantify, lack of clear evaluation criteria, performance management process is not perfect, there is no performance tracking, the application of evaluation results is not in place. Through careful analysis, it is found that these problems are mainly caused by the disconnection between human resource management strategy and group strategy, the low degree of execution, the lack of staff accomplishment, and so on. Considering the actual operation of the group, this paper optimizes the performance management system of the group from two aspects: the performance index system and the process operation. Under the guidance of the theory of performance management, combined with the current status of performance evaluation of Guangdong Feed Group, this paper analyzes the causes of the problems from different levels, and designs a performance optimization scheme based on KPI. This optimization scheme can comprehensively solve many problems existing in the employee assessment of the company at present, and has irreplaceable positive significance for the company to fully mobilize the enthusiasm of the staff and improve the operating efficiency of the company.
【學(xué)位授予單位】：廣州大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F324.6

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