本文選題：績(jī)效考評(píng) + 考評(píng)指標(biāo)�。� 參考：《山東理工大學(xué)》2017年碩士論文

【摘要】：企業(yè)經(jīng)營(yíng)效益歸根到底在于員工,員工的績(jī)效不僅與員工的利益密切相關(guān),更與企業(yè)的經(jīng)營(yíng)績(jī)效與競(jìng)爭(zhēng)力有決定性的影響作用。目前,我國(guó)企業(yè)對(duì)員工績(jī)效的考核普遍存在問(wèn)題,尤其是中小企業(yè)員工績(jī)效考核更是不規(guī)范,企業(yè)一直飽受員工績(jī)效問(wèn)題的困擾,在當(dāng)今信息技術(shù)不斷強(qiáng)化的時(shí)代,員工績(jī)效對(duì)企業(yè)經(jīng)營(yíng)的影響更加顯著突出,通過(guò)科學(xué)的考評(píng)體系和方法在對(duì)員工績(jī)效改進(jìn)的同時(shí),更有助于對(duì)企業(yè)經(jīng)營(yíng)目標(biāo)的實(shí)現(xiàn)�？茖W(xué)的績(jī)效考評(píng)體系在人力資源體系中居于核心地位,其它人力資源職能以此展開(kāi),員工績(jī)效考核體系設(shè)計(jì)的科學(xué)與否,直接影響到整個(gè)人力資源職能的開(kāi)展和員工的積極性,對(duì)企業(yè)戰(zhàn)略目標(biāo)的實(shí)現(xiàn)至關(guān)重要。為此,企業(yè)應(yīng)根據(jù)自身的發(fā)展戰(zhàn)略目標(biāo),設(shè)計(jì)科學(xué)的績(jī)效考評(píng)體系,這對(duì)于解決我國(guó)企業(yè)績(jī)效考評(píng)中普遍存在的問(wèn)題具有重要價(jià)值。本文以LNSM公司為研究對(duì)象,對(duì)公司的績(jī)效考評(píng)體系進(jìn)行研究,在解決LNSM公司績(jī)效考評(píng)問(wèn)題的同時(shí),也為其它企業(yè)提供了借鑒價(jià)值。LNSM公司是一家從事百貨零售、商貿(mào)、商業(yè)地產(chǎn)管理、酒店管理等業(yè)務(wù)的國(guó)有大型企業(yè),員工以營(yíng)銷(xiāo)類(lèi)為主,在現(xiàn)實(shí)經(jīng)營(yíng)過(guò)程中,出現(xiàn)了績(jī)效考評(píng)的種種問(wèn)題,本文通過(guò)對(duì)LNSM公司績(jī)效考評(píng)方案的研究和對(duì)公司員工的走訪中,發(fā)現(xiàn)目前LNSM公司績(jī)效考評(píng)存在考評(píng)方法單一且不規(guī)范、考評(píng)過(guò)程不透明與形式化、考評(píng)主體單一與缺乏培訓(xùn)、考評(píng)結(jié)果缺乏雙向溝通與反饋等問(wèn)題,并從考評(píng)制度、結(jié)果應(yīng)用、文化氛圍與上下級(jí)的意識(shí)等方面進(jìn)行了原因分析,通過(guò)對(duì)LNSM公司員工績(jī)效考評(píng)現(xiàn)狀、問(wèn)題與原因分析的基礎(chǔ)上,明確LNSM公司員工績(jī)效考評(píng)體系再設(shè)計(jì)的原則、目的,對(duì)員工實(shí)施工作分析,進(jìn)而對(duì)LNSM公司的績(jī)效考評(píng)體系,從考評(píng)周期、指標(biāo)、主體、方法、流程、反饋和結(jié)果應(yīng)用各方面進(jìn)行詳細(xì)的再設(shè)計(jì),并從完善員工績(jī)效考核制度、加強(qiáng)上下員工的重視程度、建立雙向溝通反饋機(jī)制和績(jī)效考評(píng)結(jié)果多樣化幾個(gè)方面的保障措施,確保LNSM公司員工績(jī)效再設(shè)計(jì)體系的實(shí)施,并為其它企業(yè)提供借鑒,具有重要的理論與實(shí)踐意義。
[Abstract]:In the final analysis, the enterprise management benefit lies in the employee, the employee's performance is not only closely related with the employee's benefit, but also has the decisive influence function with the enterprise's management performance and the competition ability. At present, there are many problems in the performance appraisal of our country's enterprises, especially in the small and medium-sized enterprises, the performance appraisal of the employees is not standardized, the enterprises have been plagued by the performance problems of the employees, in the era of information technology is constantly strengthened. The impact of employee performance on enterprise management is more prominent. The scientific evaluation system and methods can improve the performance of employees and help to achieve the business objectives. The scientific performance appraisal system occupies the core position in the human resources system, the other human resources function develops with this, whether the staff performance appraisal system design scientifically, directly affects the entire human resources function development and the staff enthusiasm. It is very important to realize the strategic goal of the enterprise. Therefore, enterprises should design a scientific performance appraisal system according to their own development strategic objectives, which is of great value to solve the common problems in enterprise performance evaluation in our country. This paper takes LNSM company as the research object, carries on the research to the company's performance appraisal system, not only solves the LNSM company performance appraisal question, but also provides the reference value for other enterprises. LNSM company is engaged in the department store retail, the commerce, Large state-owned enterprises, such as commercial real estate management, hotel management, and so on, whose employees are mainly in the category of marketing, have all sorts of problems of performance appraisal in the actual operation process. In this paper, through the study of LNSM's performance appraisal scheme and the interview with its employees, it is found that there are single and non-standard evaluation methods, opaque and formalized evaluation process, single subject and lack of training in the performance appraisal of LNSM Company. The evaluation results lack of two-way communication and feedback, and from the evaluation system, application of the results, cultural atmosphere and awareness of the superior and subordinate, and so on, through the LNSM employee performance evaluation status quo, Based on the analysis of the problems and causes, this paper clarifies the principle and purpose of redesigning the employee performance appraisal system of LNSM Company, and then analyzes the performance appraisal system of LNSM Company from the evaluation cycle, index, main body, method, process, etc. The feedback and results are redesigned in detail from the aspects of perfecting the employee performance appraisal system, strengthening the attention of the upper and lower employees, establishing the two-way communication feedback mechanism and the diversification of the performance appraisal results. It is of great theoretical and practical significance to ensure the implementation of LNSM employee performance redesign system and to provide reference for other enterprises.
【學(xué)位授予單位】：山東理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92;F276.1

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本文編號(hào)：2099553