發(fā)布時(shí)間：2018-05-13 15:00

  本文選題：HQ廣告公司 + 績效考核體系��； 參考：《西安理工大學(xué)》2017年碩士論文

【摘要】：隨著信息技術(shù)的更新?lián)Q代,在國家重點(diǎn)產(chǎn)業(yè)扶持政策的指引下,廣告產(chǎn)業(yè)得到了快速發(fā)展,行業(yè)內(nèi)的環(huán)境競爭程度越來越大,對(duì)于優(yōu)質(zhì)核心人才的競爭和管理成為廣告公司發(fā)展所面臨的的重要課題。績效考核作為組織績效管理的重要部分,有助于公司實(shí)現(xiàn)有效的內(nèi)部控制,提升內(nèi)部的聚合程度,強(qiáng)化相互協(xié)作的意識(shí),進(jìn)而使員工提高工作積極性和主動(dòng),對(duì)于保障組織的核心競爭力發(fā)揮關(guān)鍵作用。從HQ廣告公司的實(shí)際運(yùn)營情況和現(xiàn)階段的績效考核管理狀況出發(fā),通過分析識(shí)別考核過程中存在的突出問題,進(jìn)而優(yōu)化HQ廣告公司的員工考核體系。本文立足于績效考核管理的相關(guān)理論基礎(chǔ)上,聚焦于公司內(nèi)部的員工績效考評(píng)問題,以期實(shí)現(xiàn)對(duì)現(xiàn)階段績效考核體系的完善和優(yōu)化,提升公司員工的工作主動(dòng)性和工作士氣。首先,回顧了績效考核管理的相關(guān)理論基礎(chǔ),為下文優(yōu)化績效考核體系提供理論依據(jù);其次,全面分析了HQ廣告公司現(xiàn)階段績效考核的現(xiàn)狀,對(duì)存在的基本問題加以分析并找出潛在的原因;最后,從問題出發(fā)對(duì)現(xiàn)階段績效考核體系進(jìn)行優(yōu)化,并提出有針對(duì)性的保障措施。綜上,本文通過對(duì)HQ廣告公司現(xiàn)行的績效考核體系進(jìn)行優(yōu)化設(shè)計(jì),以期能夠提高員工的工作主動(dòng)性和積極性,提升工作效率和工作質(zhì)量,并最終高效地實(shí)現(xiàn)公司整體目標(biāo)。本研究是以HQ廣告公司為研究對(duì)象,期望其成果可以在廣告行業(yè)中得到應(yīng)用和推廣,對(duì)其他廣告公司的員工績效考核管理實(shí)踐提供有益參考。
[Abstract]:With the upgrading of information technology, under the guidance of the national key industry support policy, the advertising industry has developed rapidly, and the degree of environmental competition in the industry has become greater and greater. The competition and management of high-quality core talents has become an important subject for the development of advertising companies. As an important part of organizational performance management, performance appraisal helps the company to achieve effective internal control, enhance the degree of internal aggregation, strengthen the awareness of mutual cooperation, and then make the staff work actively and actively. Play a key role in ensuring the core competitiveness of the organization. Based on the actual operation of HQ advertising company and the current performance appraisal management, this paper analyzes the outstanding problems in the process of identification and assessment, and then optimizes the employee appraisal system of HQ advertising company. Based on the theory of performance appraisal management, this paper focuses on the performance evaluation of employees in the company, in order to achieve the improvement and optimization of the performance appraisal system at the present stage, and enhance the work initiative and morale of the employees. Firstly, it reviews the relevant theoretical basis of performance appraisal management, which provides the theoretical basis for optimizing the performance appraisal system below. Secondly, it comprehensively analyzes the current situation of performance appraisal in HQ advertising company. This paper analyzes the basic problems and finds out the potential causes. Finally, it optimizes the performance appraisal system at the present stage and puts forward the targeted safeguard measures. In summary, this paper optimizes the performance appraisal system of HQ advertising company in order to improve the initiative and enthusiasm of employees, improve work efficiency and work quality, and finally achieve the overall goal of the company efficiently. This research takes HQ advertising company as the research object, expects its achievement can be applied and popularized in the advertising industry, and provides the beneficial reference to the employee performance appraisal management practice of other advertising companies.
【學(xué)位授予單位】：西安理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F713.8

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 趙宏彬;;基于現(xiàn)代人力資源管理 完善績效考核機(jī)制[J];經(jīng)濟(jì)師;2017年02期

2 劉s，

本文編號(hào)：1883669