【摘要】：績(jī)效管理是為達(dá)成組織持續(xù)成功,實(shí)現(xiàn)組織目標(biāo)所預(yù)期的利益和產(chǎn)出,績(jī)效考核思想正在被眾多的企業(yè)采納和應(yīng)用,并推動(dòng)團(tuán)隊(duì)和個(gè)人做出有利于目標(biāo)達(dá)成的行為的過(guò)程,也得到越來(lái)越多的企業(yè)的重視。現(xiàn)代企業(yè)制度中員工的績(jī)效考核在現(xiàn)代企業(yè)發(fā)展的過(guò)程中扮演著重要角色,績(jī)效考核已成為人力資源管理的一個(gè)核心問(wèn)題,它對(duì)提高員工素質(zhì),提升企業(yè)管理水平,激發(fā)員工工作積極性都具有十分重要的作用,并受到很多企業(yè)的普遍重視。本文以L公司工程部員工的績(jī)效考核為例,通過(guò)對(duì)績(jī)效考核相關(guān)理論的系統(tǒng)研究及對(duì)各種考核方法的對(duì)比分析,發(fā)現(xiàn)問(wèn)題并查找原因,在深入分析的基礎(chǔ)上,找出績(jī)效考評(píng)中的存在的問(wèn)題及其原因,提出并建立了L公司比較系統(tǒng)的績(jī)效考核實(shí)施建議和保障措施。本文以專題研究為論文的基本形式,通過(guò)L公司日常運(yùn)營(yíng)過(guò)程中員工績(jī)效考核過(guò)程中的四個(gè)常見(jiàn)問(wèn)題,引入理論進(jìn)行分析。論文的研究分為七個(gè)部分,第一部分是緒論,在此論文分析了本案例研究的背景、目的、意義、內(nèi)容及方法;論文的第二部分是績(jī)效考核的相關(guān)理論與方法;論文的第三部分是介紹了L公司的概況及績(jī)效考核的現(xiàn)狀;論文的第四部分是L公司績(jī)效考核存在的問(wèn)題及成因分析,在理論分析的基礎(chǔ)上,論文指出了L公司績(jī)效考核問(wèn)題存在的原因;論文的第五部分是基于KPI體系設(shè)計(jì)的構(gòu)建及實(shí)施過(guò)程中的問(wèn)題;論文第六部分是基于360度、、BSC績(jī)效考核法的L公司績(jī)效考核方法;第七部分是實(shí)施L公司員工績(jī)效考核方法的保障措施;最后一部分是結(jié)束語(yǔ)。
[Abstract]:Performance management is the process of achieving organizational success and achieving the expected benefits and outputs of organizational goals. The idea of performance appraisal is being adopted and applied by many enterprises, and it also promotes teams and individuals to make actions conducive to the achievement of goals. Also gets more and more enterprise's attention. The performance appraisal of employees in modern enterprise system plays an important role in the development of modern enterprises. Performance appraisal has become a core problem of human resource management, which can improve the quality of employees and improve the level of enterprise management. It is very important to stimulate the enthusiasm of employees, and many enterprises pay more attention to it. This paper takes the performance appraisal of engineering staff of L Company as an example, through the systematic research on the related theory of performance appraisal and the comparative analysis of various appraisal methods, finds the problems and finds out the reasons, and on the basis of in-depth analysis, To find out the existing problems and reasons in the performance appraisal, put forward and establish a more systematic performance evaluation of the L company implementation recommendations and safeguards. This paper takes the special topic research as the basic form of the thesis, through the L company daily operation process in the staff performance appraisal process four common questions, introduces the theory to carry on the analysis. The paper is divided into seven parts, the first part is the introduction, this paper analyzes the background, purpose, significance, content and methods of this case study, the second part is the relevant theory and methods of performance appraisal. The third part of the paper is to introduce the general situation of L company and the current situation of performance appraisal, the fourth part of the paper is the analysis of the problems and causes of L company performance appraisal, on the basis of theoretical analysis, The paper points out the reasons of the performance appraisal problem of company L, the fifth part of the paper is the problem in the process of construction and implementation based on the design of KPI system, the sixth part is the performance appraisal method of company L based on 360-degree performance appraisal method. The seventh part is to implement the L company employee performance appraisal method safeguard measure; the last part is the conclusion.
【學(xué)位授予單位】：沈陽(yáng)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

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 聶挺;;基于企業(yè)戰(zhàn)略的績(jī)效考核制度探析[J];文史博覽(理論);2012年10期

2 鄒紅;;試論沈陽(yáng)供電公司的績(jī)效考核[J];遼寧經(jīng)濟(jì)管理干部學(xué)院(遼寧經(jīng)濟(jì)職業(yè)技術(shù)學(xué)院學(xué)報(bào));2012年05期

3 吳艷華;;論360度績(jī)效考核方案的再設(shè)計(jì)與應(yīng)用[J];中國(guó)經(jīng)貿(mào)導(dǎo)刊;2010年04期

4 陳曉晨;;360度績(jī)效考評(píng)方法的研究綜述[J];科教文匯(上旬刊);2009年02期

5 王亞榮;;基于戰(zhàn)略導(dǎo)向的高校教師績(jī)效評(píng)估體系的研究[J];時(shí)代經(jīng)貿(mào)(中旬刊);2008年S8期

6 陳家田;;KPI績(jī)效考核應(yīng)用問(wèn)題分析[J];人才開發(fā);2008年04期

7 劉進(jìn);;企業(yè)績(jī)效考核方法研究[J];商場(chǎng)現(xiàn)代化;2006年21期

8 洪升平;;現(xiàn)代企業(yè)人力資源管理探略[J];管理與財(cái)富;2006年05期

9 鐘穎;;基于BSC理論的KPI績(jī)效管理指標(biāo)體系設(shè)計(jì)[J];技術(shù)經(jīng)濟(jì);2005年12期

10 牛成U，

本文編號(hào)：2258201