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  本文選題：績效考核　切入點：呈鋼公司　出處：《云南師范大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：現(xiàn)代企業(yè)之間的競爭歸根結(jié)底是人才的競爭。企業(yè)要強化內(nèi)部人力資源管理，加強績效考核實踐的完善，依托人才應(yīng)對激烈的競爭。制定結(jié)合企業(yè)自身特點的績效考核方案不僅在吸引人才、留住人才、培養(yǎng)人才、利用人才和激勵員工上至關(guān)重要，而且能夠有效提高企業(yè)經(jīng)濟(jì)效益和競爭優(yōu)勢。 本文在吸收、借鑒國內(nèi)外績效考核理論研究成果的基礎(chǔ)上，采取理論與實證分析的方法，對曲靖呈鋼鋼鐵（集團(tuán)）有限公司績效考核現(xiàn)狀、思路和特點進(jìn)行深入分析、研究，找出該公司績效考核存在如下問題：未與企業(yè)戰(zhàn)略實施連結(jié)，未與人力資源其它業(yè)務(wù)模塊相連結(jié)，直線部門參與不夠，未將個人績效與團(tuán)隊績效相結(jié)合，績效指標(biāo)雜亂，未能及時作出有效反饋等。 針對曲靖呈鋼鋼鐵（集團(tuán)）有限公司在績效考核上存在的問題，本文運用人力資源績效考核體系相關(guān)知識，按照職能部門與生產(chǎn)分廠兩個不同類別制定出中層管理人員和普通員工的績效考核體系，并且根據(jù)企業(yè)的實際情況來確定績效考核周期及明確績效考核結(jié)果的應(yīng)用，最終制定出曲靖呈鋼鋼鐵（集團(tuán)）有限公司績效考核優(yōu)化方案，提出持續(xù)改進(jìn)建議。該方案已在曲靖呈鋼鋼鐵（集團(tuán)）有限公司初步運行，驗證了績效考核對公司發(fā)展起到的作用。
[Abstract]:The competition among modern enterprises is, in the final analysis, the competition of talents. Enterprises should strengthen the management of internal human resources and improve the practice of performance appraisal. Relying on talents to cope with fierce competition, it is very important to formulate performance appraisal programs that combine the characteristics of enterprises not only in attracting, retaining, training, utilizing and motivating employees, but also in attracting, retaining, cultivating, utilizing and encouraging employees. And can effectively improve the economic efficiency of enterprises and competitive advantages. On the basis of absorbing and referring to the research results of performance appraisal theory at home and abroad, this paper takes the method of theoretical and empirical analysis to deeply analyze the present situation, train of thought and characteristics of performance appraisal of Qujing Steel (Group) Co., Ltd. Find out the following problems in the performance appraisal of the company: not linked to the implementation of corporate strategy, not linked to other business modules of human resources, lack of linear sector participation, not combining personal performance with team performance, performance indicators are messy, Failure to make timely effective feedback, etc. In view of the problems existing in the performance appraisal of Qujing Steel (Group) Co., Ltd, this paper applies the relevant knowledge of human resources performance appraisal system. According to the two different categories of functional departments and production plants, the performance appraisal system of middle management and ordinary employees is developed, and the performance appraisal cycle and the application of performance appraisal results are determined according to the actual situation of the enterprise. Finally, the optimization scheme of performance appraisal for Qujing Steel (Group) Co., Ltd was worked out, and suggestions for continuous improvement were put forward. The scheme has been initially run in Qujing Steel (Group) Co., Ltd. Verify the effect of performance appraisal on the development of the company.
【學(xué)位授予單位】：云南師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F426.31

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