本文選題：員工績(jī)效考核　切入點(diǎn)：關(guān)鍵績(jī)效指標(biāo)法　出處：《西北大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：績(jī)效考核是每個(gè)公司都要面臨的一個(gè)重要問(wèn)題,也是公司在衡量與評(píng)價(jià)一個(gè)員工業(yè)績(jī)好壞的難點(diǎn)。本論文在總結(jié)歸納績(jī)效考核的一些新理論和分析研究了人力資源管理的一些基本理論的基礎(chǔ)上,對(duì)HD車橋有限公司已有的績(jī)效考核體系進(jìn)行了深入并且詳細(xì)的研究。在研究過(guò)程中,采用了走訪座談、發(fā)放調(diào)查問(wèn)卷等形式,收集整理了一些反映實(shí)際情況的資料,并對(duì)其進(jìn)行了分析。 對(duì)于公司的員工的不同層次的考核特點(diǎn),針對(duì)公司實(shí)際情況以及存在的一些問(wèn)題,設(shè)計(jì)優(yōu)化了績(jī)效考核體系,即建立了基于分類分層的績(jī)效考核體系、建立了以戰(zhàn)略作為導(dǎo)向的KPI指標(biāo)考核體系、基于完成項(xiàng)目的進(jìn)度情況的體系、以及構(gòu)建了對(duì)于一個(gè)完整的績(jī)效考核結(jié)果的應(yīng)用流程的幾個(gè)方面,提出了優(yōu)化后的績(jī)效考核體系的具體實(shí)施措施和過(guò)程。本文將360度績(jī)效考核法、目標(biāo)管理法以及關(guān)鍵績(jī)效指標(biāo)法的思想相結(jié)合,將這些方法結(jié)合起來(lái)使用,建立了以崗位目標(biāo)及完成公司任務(wù)為導(dǎo)向,員工的綜合素質(zhì)以及能力和工作業(yè)績(jī)的績(jī)效考核指標(biāo)體系。 實(shí)現(xiàn)企業(yè)組織戰(zhàn)略目標(biāo),增強(qiáng)企業(yè)的核心競(jìng)爭(zhēng)力是本文最重要的意義所在。設(shè)計(jì)出來(lái)的績(jī)效考核體系對(duì)于很多的企業(yè)都具有一定的現(xiàn)實(shí)參考價(jià)值和意義。
[Abstract]:Performance appraisal is an important problem that every company has to face. It is also a difficult point for the company to measure and evaluate the performance of an employee. This paper summarizes some new theories of performance appraisal and analyzes and studies some basic theories of human resource management. The existing performance appraisal system of HD vehicle Bridge Co., Ltd. has been studied in depth and in detail. In the course of the research, some information reflecting the actual situation has been collected and sorted out in the form of interviews, questionnaires and so on. And it is analyzed. According to the actual situation and some problems of the company, the performance appraisal system is designed and optimized, that is, the performance appraisal system based on the classification and stratification is established. This paper establishes a strategic oriented KPI index evaluation system, based on the progress of the completion of the project system, as well as the construction of a complete performance appraisal results of the application of several aspects, The concrete implementation measures and process of the optimized performance appraisal system are put forward. This paper combines 360 degree performance appraisal method, objective management method and key performance index method, and uses these methods together. A performance appraisal index system is established, which is based on the position goal and the completion of the company's task, the comprehensive quality of the staff, the ability and the work performance. It is the most important meaning of this paper to realize the strategic goal of enterprise organization and strengthen the core competence of enterprise. The performance appraisal system designed has certain realistic reference value and significance for many enterprises.
【學(xué)位授予單位】：西北大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F426.4;F272.92

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 高程,隆翊;企業(yè)人力資源規(guī)劃的三個(gè)層次[J];大眾科技;2005年12期

2 韓建輝;;淺析企業(yè)員工績(jī)效考核[J];經(jīng)營(yíng)管理者;2011年09期

3 張明;;國(guó)際人力資源管理的差異性及其戰(zhàn)略[J];當(dāng)代經(jīng)濟(jì)管理;2012年11期

4 王漢斌;霍一笑;;企業(yè)人力資源規(guī)劃模型庫(kù)的構(gòu)建及應(yīng)用[J];石家莊經(jīng)濟(jì)學(xué)院學(xué)報(bào);2011年06期

5 薛麗麗;;SWOT分析法在人力資源規(guī)劃中的應(yīng)用[J];合作經(jīng)濟(jì)與科技;2008年04期

6 蘇義林;;基于KPI的績(jī)效管理體系設(shè)計(jì)[J];科教文匯(上旬刊);2010年09期

7 肖利哲;喬毅紅;沈英;李知淵;;多元回歸模型在企業(yè)人力資源規(guī)劃中的應(yīng)用[J];科技與管理;2010年04期

8 馮國(guó)保;韓可琦;陸后軍;;煤礦企業(yè)人力資源規(guī)劃模型[J];礦業(yè)快報(bào);2007年01期

9 蔣鳳云;;論人力資源規(guī)劃與企業(yè)可持續(xù)發(fā)展[J];勞動(dòng)保障世界;2008年07期

10 崔連民;;企業(yè)人力資源規(guī)劃編制要點(diǎn)[J];煤礦現(xiàn)代化;2009年04期

，

本文編號(hào)：1615945