發(fā)布時(shí)間：2018-05-01 00:36

  本文選題：績(jī)效 + 360度評(píng)估��； 參考：《南京農(nóng)業(yè)大學(xué)》2013年碩士論文

【摘要】：在競(jìng)爭(zhēng)日益激烈的市場(chǎng)環(huán)境中,企業(yè)越來(lái)越重視員工的科學(xué)管理及潛能激勵(lì),評(píng)估員工績(jī)效是員工管理和激勵(lì)的有效途徑。近年來(lái),360度評(píng)估方法被廣泛關(guān)注并應(yīng)用到企業(yè)的管理實(shí)踐中。但許多企業(yè)在應(yīng)用360度績(jī)效評(píng)估的過(guò)程中,不僅沒(méi)有出現(xiàn)意料中的良好結(jié)果,反倒打擊了員工工作的的積極性。所以,研究360度績(jī)效評(píng)估在運(yùn)用中存在的問(wèn)題,依據(jù)現(xiàn)實(shí)情況,合理借鑒國(guó)外公司的成功做法,對(duì)企業(yè)有效采取360度績(jī)效評(píng)估意義重大。 在當(dāng)今企業(yè),廣泛應(yīng)用的評(píng)估方法包括目標(biāo)管理法、平衡計(jì)分卡法、關(guān)鍵績(jī)效指標(biāo)評(píng)估法和360度評(píng)估法。其中,360度評(píng)估法最適宜在JH公司評(píng)估中高層管理人員中采用。JH公司的確在中高層評(píng)估中采用了360度評(píng)估,但效果不佳。通過(guò)分析發(fā)現(xiàn),不論是從360度評(píng)估的指標(biāo)選取、問(wèn)卷設(shè)計(jì),還是操作實(shí)施,都存在不科學(xué)不合理的地方,導(dǎo)致360度評(píng)估效果不理想。通過(guò)實(shí)際案例研究360度評(píng)估體系在實(shí)踐操作過(guò)程中存在的問(wèn)題并提出切實(shí)可行的修改方案,對(duì)于提升360度評(píng)估體系在國(guó)內(nèi)是實(shí)用水平和實(shí)際效果是非常有意義的。 本文運(yùn)用文獻(xiàn)研究法和比較研究法,在大量閱讀文獻(xiàn)和書(shū)籍的基礎(chǔ)上,以JH公司為研究對(duì)象,設(shè)計(jì)了一套適合JH公司,相對(duì)于原先的360度評(píng)估方案更加科學(xué)的360度評(píng)估方案。筆者會(huì)將此方案呈交JH公司的人力資源管理中心,希望能對(duì)JH公司360度評(píng)估的改進(jìn)作出實(shí)實(shí)在在的貢獻(xiàn)。
[Abstract]:In the increasingly competitive market environment, enterprises pay more and more attention to the scientific management and potential motivation of employees, and evaluating employee performance is an effective way to manage and motivate employees. In recent years, 360 degree evaluation method has been widely concerned and applied to enterprise management practice. However, in the process of applying 360-degree performance evaluation, many enterprises not only did not have the expected good results, but also hit the enthusiasm of employees. Therefore, the study of 360 degree performance evaluation in the application of problems, according to the actual situation, reasonable reference to the successful practices of foreign companies, for enterprises to effectively take 360 degree performance evaluation significance. Nowadays, the widely used evaluation methods include objective management method, balanced scorecard method, key performance index evaluation method and 360 degree evaluation method. Among them, 360-degree evaluation method is most suitable for JH company to use 360-degree evaluation in JH company evaluation, but the effect is not good. Through the analysis, it is found that there are unscientific and unreasonable places in the evaluation index of 360 degrees, questionnaire design and operation implementation, which leads to the unsatisfactory evaluation effect of 360 degrees. It is of great significance to improve the practical level and practical effect of 360 degree evaluation system in China by studying the problems existing in the practical operation of 360 degree evaluation system and putting forward feasible modification scheme. Based on a large number of reading documents and books, this paper designs a set of 360-degree evaluation scheme suitable for JH Company, which is more scientific than the original 360-degree evaluation scheme. I will submit this scheme to JH's Human Resource Management Center, hoping to make a real contribution to the improvement of JH's 360-degree evaluation.
【學(xué)位授予單位】：南京農(nóng)業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F426.92

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 蔡永紅,林崇德;績(jī)效評(píng)估研究的現(xiàn)狀及其反思[J];北京師范大學(xué)學(xué)報(bào)(人文社會(huì)科學(xué)版);2001年04期

2 劉強(qiáng);;淺析中小企業(yè)如何開(kāi)展績(jī)效考核——以鞍鋼金屬結(jié)構(gòu)有限公司為個(gè)案[J];長(zhǎng)春理工大學(xué)學(xué)報(bào)(社會(huì)科學(xué)版);2009年01期

3 毛月秋;;企業(yè)中層管理者績(jī)效模糊綜合評(píng)估[J];赤峰學(xué)院學(xué)報(bào)(自然科學(xué)版);2011年05期

4 范思爽;;現(xiàn)代組織績(jī)效考核方法的比較分析[J];赤峰學(xué)院學(xué)報(bào)(自然科學(xué)版);2011年05期

5 于麗萍;;淺議360度反饋評(píng)價(jià)體系[J];當(dāng)代通信;2006年07期

6 藍(lán)武英;;論360度績(jī)效考核在民營(yíng)企業(yè)中的應(yīng)用[J];福建論壇(社科教育版);2007年08期

7 李云梅;朱祥翠;;子公司經(jīng)理人績(jī)效考核體系研究——基于經(jīng)濟(jì)增加值與平衡計(jì)分卡整合的視角[J];財(cái)會(huì)通訊;2012年28期

8 劉菲菲;李小勇;陳建成;王翔;;中層管理者績(jī)效考核案例研究——以S公司為例[J];淮海工學(xué)院學(xué)報(bào)(社會(huì)科學(xué)版);2011年07期

9 李勁松;馮明;;交叉文化背景下360度績(jī)效評(píng)價(jià)反饋系統(tǒng)的思考[J];經(jīng)濟(jì)管理;2001年18期

10 房艷君;賀亮;;如何使360度績(jī)效考核制度更有效[J];商業(yè)經(jīng)濟(jì);2006年10期

，

本文編號(hào)：1826970