本文關(guān)鍵詞：TJ醫(yī)藥公司績效考核優(yōu)化研究　出處：《蘭州理工大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

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【摘要】：醫(yī)藥行業(yè)是世界貿(mào)易增長速度最快的產(chǎn)業(yè)之一,醫(yī)藥行業(yè)和藥品質(zhì)量亦越來越受到政府的重視,它直接關(guān)系到人民生命健康和人民生活水平的高低。TJ醫(yī)藥公司是我省唯一一家由國家級執(zhí)業(yè)藥師創(chuàng)辦的專業(yè)型連鎖藥房。該企業(yè)雖然也有績效考核制度,但是隨著企業(yè)的發(fā)展,其考核體系已落伍,原有的考核方法簡單,過于重視市場占有率和市場擴張速度,考核指標(biāo)單一,只側(cè)重財務(wù)指標(biāo),缺乏對客戶類和內(nèi)部管理類指標(biāo)及長期能力建設(shè)的關(guān)注,考核結(jié)果僅僅用于追加績效工資額度(即額外的獎金),基本上有獎無罰,而與員工和組織的戰(zhàn)略實現(xiàn)和績效改進(jìn)相脫節(jié)。為了在激烈的市場競爭中,企業(yè)能做大做強,深入企業(yè)內(nèi)部各部門、門店走訪調(diào)查,把企業(yè)績效考核中存在的問題提煉出來,運用平衡計分卡(BSC)理論和關(guān)鍵績效指標(biāo)(KPI)理論等先進(jìn)績效考核方法,對該公司績效考核體系進(jìn)行了優(yōu)化設(shè)計,建立了一套科學(xué)、實用、高效的績效考核方案。新績效考核指標(biāo)體系的核心是從戰(zhàn)略出發(fā)、自上至下、層層分解、形成體系,構(gòu)建了三層級,包括員工績效、部門績效和組織績效。為了順利實施新績效考核體系,配備了一套保障體制,以確保績效管理體系有效實施。建立新績效考核體系的目的是將企業(yè)的戰(zhàn)略發(fā)展目標(biāo)與員工的職業(yè)生涯規(guī)劃緊密聯(lián)系起來,滿足員工個人發(fā)展的需要,充分調(diào)動員工的主觀能動性和創(chuàng)造性,從而增強企業(yè)凝聚力和提高企業(yè)的核心競爭力,實現(xiàn)企業(yè)戰(zhàn)略目標(biāo),這對樹立企業(yè)健康品牌形象也具有十分重要的現(xiàn)實意義。
[Abstract]:The pharmaceutical industry is one of the fastest growing industries in the world trade. The pharmaceutical industry and the quality of drugs are paid more and more attention by the government. It is directly related to the people's health and people's living standard. TJ Pharmaceutical Company is the only professional chain pharmacy established by national licensed pharmacists in our province. Although the enterprise also has a performance appraisal system. However, with the development of enterprises, its assessment system has been outdated, the original assessment method is simple, too much attention to market share and market expansion speed, single assessment index, only focus on financial indicators. Lack of attention to customer and internal management indicators and long-term capacity-building, the results are only used to add performance pay (that is, additional bonuses), basically there is no penalty. In order to be able to be bigger and stronger in the fierce market competition, go deep into the various departments of the enterprise, and visit the shop survey. The problems in enterprise performance appraisal are abstracted and the advanced performance appraisal methods such as the theory of balanced scorecard (BSCC) and the key performance index (KPI) are used. The performance appraisal system of the company was optimized and a set of scientific, practical and efficient performance appraisal scheme was established. The core of the new performance appraisal index system is from the strategy, from top to bottom, layer by layer decomposition. Form a system, build three levels, including employee performance, departmental performance and organizational performance. In order to smoothly implement the new performance appraisal system, with a set of security system. In order to ensure the effective implementation of the performance management system. The purpose of establishing the new performance appraisal system is to closely link the strategic development objectives of the enterprise with the career planning of employees, and to meet the needs of individual development of employees. Fully mobilize the subjective initiative and creativity of employees, so as to enhance the cohesion of enterprises and enhance the core competitiveness of enterprises, and achieve the strategic objectives of enterprises. This also has very important realistic significance to establish the enterprise healthy brand image.
【學(xué)位授予單位】：蘭州理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F426.72;F721.7;F272.92

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