本文選題：績(jī)效管理 + 模式��； 參考：《云南大學(xué)》2013年碩士論文

【摘要】：績(jī)效管理源于西方的國家文官制度,在工業(yè)革命期間,出于利益最大化追求,企業(yè)家、管理學(xué)者就如何激發(fā)組織成員干勁、挖掘組織成員潛力,從而提高企業(yè)效益進(jìn)行不懈的努力與研究,績(jī)效管理也逐步走向成熟,產(chǎn)生了目標(biāo)管理、激勵(lì)理論等系列績(jī)效理論。在我國改革開放后,績(jī)效管理逐漸被引入企業(yè)管理。從與傳統(tǒng)中庸文化的融合、績(jī)效管理的熏陶到不斷實(shí)踐應(yīng)用,績(jī)效管理歷經(jīng)多年的發(fā)展成為企業(yè)戰(zhàn)略落地、激發(fā)組織成員活力的重要手段。 然而,在具體實(shí)施過程中,績(jī)效管理一直未能很好解決本土化的問題,沒有達(dá)到初期引進(jìn)時(shí)預(yù)期的作用和效果。雖然績(jī)效管理的評(píng)價(jià)以及指標(biāo)體系的建立已經(jīng)成熟,但企業(yè)往往會(huì)忽略績(jī)效管理的流程與模式方面。缺乏對(duì)績(jī)效管理流程與模式的合理有效的選擇,使得績(jī)效管理工作流于形式,績(jī)效管理的總體質(zhì)量和動(dòng)力亟待加強(qiáng)。 本文作者過去在相當(dāng)長的一段時(shí)間,從事供電企業(yè)人力資源管理工作,對(duì)企業(yè)績(jī)效管理較為熟悉。作者結(jié)合企業(yè)近年來的發(fā)展,研究供電企業(yè)績(jī)效管理實(shí)施與對(duì)策的問題。本文首先對(duì)課題研究的意義及思路進(jìn)行說明,并簡(jiǎn)要概述了研究的方法和基本框架,本文基于績(jī)效管理方面的相關(guān)理論,對(duì)績(jī)效管理的模式及其流程進(jìn)行梳理。其次本文分析了A供電局績(jī)效管理現(xiàn)狀,找出企業(yè)績(jī)效管理中面臨的問題�；趯�(duì)這些問題的研究,提出了通過模式與流程創(chuàng)新解決績(jī)效管理瓶頸的思路。
[Abstract]:The performance management originates from the civil service system of the western countries. During the industrial revolution, in order to maximize the benefits, entrepreneurs and management scholars have discussed how to stimulate the motivation of the members of the organization and tap the potential of the members of the organization. In order to improve the efficiency of enterprises to make unremitting efforts and research, performance management has gradually matured, resulting in a series of performance theory, such as objective management, incentive theory, etc. After China's reform and opening up, performance management is gradually introduced into enterprise management. From the integration with the traditional mean culture, the influence of performance management to the continuous practical application, performance management has developed into an important means to stimulate the vitality of the members of the organization after years of development. However, in the concrete implementation process, the performance management has not been able to solve the problem of localization well, and has not reached the expected function and effect of the initial introduction. Although the evaluation of performance management and the establishment of index system have been mature, enterprises often ignore the process and model aspects of performance management. The lack of reasonable and effective choice of performance management process and mode makes the performance management work become a mere formality and the overall quality and motivation of performance management need to be strengthened. In the past, the author was engaged in human resource management of power supply enterprises for a long time, and was familiar with enterprise performance management. Combined with the development of enterprises in recent years, the author studies the implementation and countermeasures of performance management in power supply enterprises. Firstly, this paper explains the significance and thinking of the research, and briefly summarizes the research methods and basic framework. Based on the theory of performance management, this paper combs the performance management model and its process. Secondly, this paper analyzes the current situation of performance management in A power supply bureau, and finds out the problems faced by enterprise performance management. Based on the research of these problems, this paper puts forward the idea of solving the bottleneck of performance management through mode and process innovation.
【學(xué)位授予單位】：云南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F426.61

【參考文獻(xiàn)】

相關(guān)期刊論文 前2條

1 鄒敏;;企業(yè)績(jī)效考核體系的構(gòu)建研究——以K公司為例[J];發(fā)展;2009年06期

2 董俊秀;;幾種績(jī)效管理模式的比較[J];商業(yè)經(jīng)濟(jì);2005年12期

，

本文編號(hào)：1976797