本文選題：BSC平衡計(jì)分卡　切入點(diǎn)：KPI關(guān)鍵績效指標(biāo)　出處：《蘭州大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

【摘要】：“世界的珠寶看中國,中國的珠寶看深圳”,這是近年來在珠寶行業(yè)流傳的一句話,說的是世界的珠寶70%都是由中國制造,在中國,70%的珠寶都來自深圳珠寶產(chǎn)業(yè)集聚基地。中國的珠寶首飾產(chǎn)業(yè)一直以來都是以勞動密集型為主的制造加工產(chǎn)業(yè),隨著中國加入WTO和經(jīng)濟(jì)的發(fā)展,國外品牌和港資品牌進(jìn)駐中國各大城市,我們自己的民族品牌如何擺脫代加工、賺取微薄利潤的命運(yùn),如何在激烈的市場競爭中占據(jù)一席之地、形成自有品牌,是每個(gè)期望發(fā)展的企業(yè)主都在思考的問題。本文以GMOND公司作為研究對象,結(jié)合公司所在行業(yè)的特殊性和本企業(yè)的實(shí)際情況,運(yùn)用管理學(xué)、組織行為學(xué)和人力資源學(xué)等學(xué)科的理論知識,采用SWORT分析法、BSC平衡計(jì)分卡和KPI關(guān)鍵績效指標(biāo)等方法,對GMOND公司的績效考核體系存在的問題進(jìn)行分析,并就如何優(yōu)化GMOND公司的績效管理體系進(jìn)行較為深入的研究,并將優(yōu)化后的方案落實(shí)到企業(yè)的運(yùn)營管理過程中。在此基礎(chǔ)上對關(guān)鍵崗位進(jìn)行分析,優(yōu)化薪酬體系,優(yōu)化營銷崗位銷售激勵方案,強(qiáng)化職能部門的績效承諾,進(jìn)而改進(jìn)績效體系,以鼓勵員工積極工作、努力創(chuàng)造價(jià)值,通過運(yùn)用績效改進(jìn)體系的方式方法,使員工化被動工作為主動工作,激勵員工改進(jìn)工作方法,優(yōu)化工作流程,積極創(chuàng)新,敢于將工作責(zé)任承擔(dān)起來。通過績效考核方案的優(yōu)化和實(shí)施,企業(yè)員工的工作積極性得到了提高，工作得到了有效回報(bào),職業(yè)晉升發(fā)展方向的格局也局部打開,有效地留住了企業(yè)的可用之才,以繼續(xù)為企業(yè)的發(fā)展貢獻(xiàn)力量。這樣既保證了員工的基本利益又符合行業(yè)企業(yè)的實(shí)際發(fā)展需求。通過建立一套符合市場競爭和發(fā)展需求的行之有效的薪酬制度和績效考核方法,穩(wěn)定員工隊(duì)伍,激勵員工工作的激情,與企業(yè)共同發(fā)展,實(shí)現(xiàn)股東、員工多贏局面。企業(yè)還在持續(xù)發(fā)展,管理也不是一天就是出效益的,績效管理體系的優(yōu)化也需要得到持續(xù)改善,在這過程中也有不足之處和不能兼顧之處,待進(jìn)一步研究和提升。
[Abstract]:"the jewelry of the world looks at China, and the jewelry of China looks at Shenzhen." this is a sentence circulating in the jewelry industry in recent years, saying that 70% of the world's jewelry is made in China. In China, 70% of jewelry comes from Shenzhen's jewelry industry agglomeration base. China's jewelry industry has always been a labor-intensive manufacturing and processing industry. With China's entry into WTO and economic development, Foreign brands and Hong Kong-funded brands are stationed in major cities in China. How can our own national brands get rid of the fate of generation processing and earn meager profits, how to occupy a place in the fierce market competition, and how to form their own brands? This paper takes GMOND Company as the research object, combines the particularity of the company's industry and the actual situation of the enterprise, applies the management science, Based on the theoretical knowledge of organizational behavior and human resources, this paper analyzes the problems existing in the performance appraisal system of GMOND Company by using the SWORT analysis method, the balanced scorecard and the key performance index of KPI. And how to optimize the performance management system of GMOND company is studied deeply, and the optimized scheme is put into the operation management process of the enterprise. On this basis, the key positions are analyzed, and the compensation system is optimized. Optimize the marketing position sales incentive program, strengthen the performance commitment of the functional department, and then improve the performance system to encourage employees to work actively, strive to create value, through the use of performance improvement system ways and means, Make employees work passively into active work, motivate employees to improve working methods, optimize work flow, innovate actively, dare to assume responsibility for work. Optimize and implement performance appraisal scheme. The enthusiasm of the employees in the enterprise has been improved, the work has been effectively rewarded, the pattern of career promotion and development has been partially opened, and the available talents of the enterprise have been effectively retained. In order to continue to contribute to the development of enterprises. This not only ensures the basic interests of employees but also meets the actual development needs of industry enterprises. By establishing a set of effective compensation system and performance evaluation methods that meet the needs of market competition and development, To stabilize the workforce, to encourage the staff to work with passion, to develop with the enterprise, to realize the situation of multi-win for shareholders and employees. The enterprise is still developing continuously, and the management is not only one day but also benefit. The optimization of performance management system also needs to be continuously improved.
【學(xué)位授予單位】：蘭州大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F272.92;F426.8

【共引文獻(xiàn)】

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本文編號：1596339