本文選題：珠寶行業(yè)　切入點：績效考核　出處：《哈爾濱理工大學(xué)》2017年碩士論文

【摘要】：隨著我國經(jīng)濟的發(fā)展,珠寶企業(yè)進入了“鉆石年華”,經(jīng)濟影響下珠寶企業(yè)面臨前所未有的機遇和挑戰(zhàn)。每個企業(yè)要學(xué)會要在挑戰(zhàn)中尋發(fā)展,在機遇中壯大自身,企業(yè)的主體員工更應(yīng)該隨企業(yè)發(fā)展而動。珠寶營銷員對于珠寶企業(yè)實現(xiàn)經(jīng)營目標(biāo)發(fā)揮著重要的作用,如何對于銷售產(chǎn)品比較特殊的珠寶營銷員進行有效管理,提高其工作績效,是實現(xiàn)珠寶企業(yè)銷售目標(biāo)、取得經(jīng)營成果的關(guān)鍵之所在�？茖W(xué)合理的績效管理體系不僅可以將公司的戰(zhàn)略分解到部門、到個體,更有利于將個人與組織的目標(biāo)相結(jié)合,使二者取得共贏。本文在金嘉利珠寶公司現(xiàn)有的績效考核體系的基礎(chǔ)之上,對員工,中層,領(lǐng)導(dǎo)層與客戶進行了一系列的訪談與調(diào)查,在此基礎(chǔ)上,發(fā)現(xiàn)現(xiàn)有的績效考核體系不能滿足當(dāng)前企業(yè)管理的要求;在以BSC的四個層面對企業(yè)戰(zhàn)略進行了分解之后,以KPI方法重新計算了權(quán)重,構(gòu)建了新的績效考核體系。為了保證方案的順利實施,從組織層面、績效信息的收集渠道層面、績效溝通與輔導(dǎo)層面,及企業(yè)文化層面做了詳細的保障措施的說明。本文對金嘉利公司營銷員的績效考核體系進行優(yōu)化研究的意義在于推出能與時俱進,符合公司發(fā)展的績效考核體系,同時通過推行與保障績效考核體系流程當(dāng)中得到的反饋,進一步優(yōu)化體系。該研究對于企業(yè)有著實際作用,對于行業(yè)也有著借鑒參考價值。
[Abstract]:With the development of China's economy, jewelry enterprises have entered "diamond years". Under the influence of economy, jewelry enterprises are faced with unprecedented opportunities and challenges.Every enterprise should learn to seek development in the challenge, strengthen itself in the opportunity, the main staff of the enterprise should move with the development of the enterprise.Jewelry marketers play an important role in achieving the business objectives of jewelry enterprises. How to effectively manage jewelry marketers with special products and improve their work performance is to achieve the sales goals of jewelry enterprises.The key to the success of the business.A scientific and reasonable performance management system can not only decompose the company's strategy into departments and individuals, but also help to combine the goals of individuals and organizations and make the two achieve win-win results.Based on the existing performance appraisal system of Jinja Jewelry Company, this paper has conducted a series of interviews and surveys among employees, middle level, leadership and customers, on the basis of which,It is found that the existing performance appraisal system can not meet the requirements of current enterprise management. After decomposing the enterprise strategy at four levels of BSC, the weight is re-calculated by using the KPI method, and a new performance appraisal system is constructed.In order to ensure the smooth implementation of the program, from the organizational level, performance information collection channel level, performance communication and guidance level, and corporate culture level to do a detailed description of the protection measures.In this paper, the significance of optimizing the performance appraisal system of the marketers of Jinjiali Company lies in the introduction of a performance appraisal system that can keep pace with the times and accords with the development of the company. At the same time, the feedback is obtained through the implementation and guarantee of the performance appraisal system process.Further optimize the system.This research has the actual function to the enterprise, also has the reference value to the profession.
【學(xué)位授予單位】：哈爾濱理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F426.8;F272.92

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