本文選題：長(zhǎng)沙正忠科技發(fā)展有限公司　切入點(diǎn)：員工績(jī)效評(píng)價(jià)　出處：《湖南大學(xué)》2013年碩士論文

【摘要】：在市場(chǎng)風(fēng)云變化,技術(shù)日新月異的時(shí)代,很多高新技術(shù)的中小民營(yíng)企業(yè)都面臨著發(fā)展和創(chuàng)新的挑戰(zhàn),除了要繼續(xù)擴(kuò)大市場(chǎng)以外,越來(lái)越多的企業(yè)也將目光投向了企業(yè)內(nèi)部管理等軟實(shí)力的提升,績(jī)效管理也逐漸被很多中小企業(yè)所接受和采納。長(zhǎng)沙正忠科技發(fā)展有限公司發(fā)展十余年,正在由過(guò)去的創(chuàng)業(yè)期走向發(fā)展期,從隨意化走向規(guī)范化和規(guī)�；�,因此此時(shí)建立科學(xué)合理的績(jī)效管理體系顯得尤為必要和緊迫。 論文以長(zhǎng)沙正忠科技發(fā)展有限公司為研究對(duì)象,對(duì)其員工績(jī)效管理展開(kāi)了深入的探討。首先,對(duì)相關(guān)研究理論進(jìn)行了文獻(xiàn)綜述,其中包括績(jī)效管理體系以及績(jī)效評(píng)價(jià)常用工具的介紹。接著采用問(wèn)卷調(diào)查、資料分析和深度訪(fǎng)談的方法對(duì)公司的人力資源體系,尤其是績(jī)效方面的工作進(jìn)行了診斷,指出了其存在的不足,并對(duì)問(wèn)題的原因進(jìn)行了深入分析,在此基礎(chǔ)上設(shè)計(jì)出了公司員工績(jī)效管理體系。 本文所設(shè)計(jì)的員工績(jī)效管理體系以人本化的戰(zhàn)略性績(jī)效管理思想為導(dǎo)向,并對(duì)績(jī)效指標(biāo)提取、績(jī)效體系結(jié)構(gòu)設(shè)計(jì)等方面進(jìn)行了深入研究。關(guān)鍵績(jī)效指標(biāo)體系設(shè)計(jì)方面主要采用了平衡計(jì)分卡、關(guān)鍵績(jī)效指標(biāo)以及360度評(píng)價(jià)法等工具,基于企業(yè)的戰(zhàn)略目標(biāo)和年度工作重點(diǎn)設(shè)計(jì)了公司級(jí)的指標(biāo),再結(jié)合崗位的關(guān)鍵工作項(xiàng)將其層層分解至各具體崗位,形成了一套完整的績(jī)效指標(biāo)體系。本方案還設(shè)計(jì)了閉環(huán)的績(jī)效管理流程,著重強(qiáng)調(diào)績(jī)效反饋、績(jī)效輔導(dǎo)和績(jī)效應(yīng)用在績(jī)效管理中的重要性,并制定了方案實(shí)施的保障措施。本文的研究對(duì)長(zhǎng)沙正忠科技發(fā)展有限公司建立科學(xué)的績(jī)效管理體系、形成有效的激勵(lì)機(jī)制、完善員工培訓(xùn)體系以及提升公司管理能力,最終保障戰(zhàn)略目標(biāo)的實(shí)現(xiàn)等具有一定的實(shí)踐指導(dǎo)意義。
[Abstract]:In the era of market changes and rapid technological changes, many small and medium-sized private enterprises with high and new technologies are facing the challenges of development and innovation, in addition to continuing to expand the market.More and more enterprises also focus on the improvement of soft power, such as internal management, and performance management is gradually accepted and adopted by many small and medium-sized enterprises.Changsha Zhengzhong Science and Technology Development Co., Ltd. has been developing for more than ten years, from the past entrepreneurial period to the development period, from random to standardized and large-scale, so it is particularly necessary and urgent to establish a scientific and reasonable performance management system at this time.This paper takes Changsha Zhengzhong Science and Technology Development Co., Ltd as the research object and deeply discusses its employee performance management.First of all, the relevant research theories are reviewed, including performance management system and performance evaluation tools.Then it uses the methods of questionnaire, data analysis and in-depth interview to diagnose the company's human resource system, especially its performance, points out its shortcomings, and analyzes the causes of the problems.On this basis, the employee performance management system is designed.The employee performance management system designed in this paper is guided by the humanistic strategic performance management thought, and has carried on the thorough research to the performance index extraction, the performance system structure design and so on.In the design of the key performance indicator system, the balanced scorecard, the key performance index and the 360 degree evaluation method are used to design the corporate level indicators based on the strategic objectives of the enterprise and the focus of the annual work.Combined with the key work items of the post, it is decomposed into each specific post layer by layer, forming a complete performance index system.The closed-loop performance management process is also designed, emphasizing the importance of performance feedback, performance guidance and performance application in performance management.The research in this paper establishes a scientific performance management system for Changsha Zhengzhong Science and Technology Development Co., Ltd., forms an effective incentive mechanism, consummates the staff training system and promotes the management ability of the company.Finally, the realization of the strategic goal has some practical significance.
【學(xué)位授予單位】：湖南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類(lèi)號(hào)】：F272.92;F426.4

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