本文選題：績(jī)效考核 + AS營(yíng)銷(xiāo)公司　； 參考：《安徽大學(xué)》2015年碩士論文

【摘要】：績(jī)效考核對(duì)于任何一家企業(yè)的管理都有著至關(guān)重要的意義,它是人力資源管理系統(tǒng)中不可或缺的重要組成部分。然而,構(gòu)建并完善一套成熟的績(jī)效考核體系,對(duì)整個(gè)績(jī)效考核領(lǐng)域而言都屬于一個(gè)較新的探索方向,也是其中必不可少的重要組成部分。企業(yè)在實(shí)施績(jī)效考核的過(guò)程中,能夠讓被考核者經(jīng)過(guò)績(jī)效反饋獲知自身存在的問(wèn)題,也能幫助被考核者更好地了解業(yè)務(wù)目標(biāo),使他們不斷對(duì)自己的目標(biāo)進(jìn)行適時(shí)的調(diào)整,以完成自己的決策,最終達(dá)到自己業(yè)務(wù)的預(yù)定目標(biāo)。在過(guò)去,績(jī)效考核并沒(méi)有被管理者們所重視,他們只是將考核作為一種對(duì)員工實(shí)現(xiàn)控制的有力武器,而忽視了績(jī)效考核能夠?qū)ζ髽I(yè)管理所帶來(lái)的積極作用。如今,愈來(lái)愈多的管理者們意識(shí)到了這一點(diǎn),績(jī)效考核已儼然成為當(dāng)今企業(yè)人力資源管理過(guò)程中不容小覷的一個(gè)重要環(huán)節(jié),與企業(yè)的生存與發(fā)展緊密聯(lián)系。AS營(yíng)銷(xiāo)公司的績(jī)效考核制度自公司成立開(kāi)始至今已沿用了十年,在使用過(guò)程當(dāng)中并沒(méi)有進(jìn)行過(guò)任何的優(yōu)化和改善處理。隨著市場(chǎng)競(jìng)爭(zhēng)的不斷加劇,AS公司的不斷發(fā)展與壯大,原本的績(jī)效考核制度已經(jīng)不能與時(shí)俱進(jìn)的適應(yīng)AS公司如今的發(fā)展需要,顯得較為陳舊。本文依照當(dāng)前先進(jìn)的人力資源管理相關(guān)理論以及績(jī)效考核的相關(guān)理論,將上海AS營(yíng)銷(xiāo)公司作為研究對(duì)象,對(duì)其目前的績(jī)效考核制度進(jìn)行深入的研究和分析,總結(jié)其實(shí)踐中所存在的問(wèn)題,并通過(guò)理論結(jié)合實(shí)際,明確了構(gòu)建績(jī)效考核制度的原則。同時(shí)結(jié)合AS公司自身的特點(diǎn)以及存在的問(wèn)題構(gòu)建出了一套與AS營(yíng)銷(xiāo)公司目前發(fā)展現(xiàn)狀、將來(lái)戰(zhàn)略目標(biāo)相適應(yīng)的員工績(jī)效考核制度。
[Abstract]:Performance appraisal plays an important role in the management of any enterprise, and it is an indispensable part of human resource management system. However, constructing and perfecting a set of mature performance appraisal system is a relatively new exploration direction for the whole performance appraisal field, and it is also an essential and important part of it. In the process of implementing performance appraisal, the enterprise can let the evaluated person know their own problems through the performance feedback, and also help them to understand the business objectives better, so that they can constantly adjust their goals timely. In order to complete their own decisions, and ultimately achieve their own business goals. In the past, performance appraisal has not been attached importance to by managers, they only regard it as a powerful weapon to control employees, and ignore the positive role that performance appraisal can bring to enterprise management. Nowadays, more and more managers realize this. Performance appraisal has become an important link in the process of human resource management. The performance appraisal system of as marketing company has been used for ten years since the company was founded, and has not been optimized and improved in the process of use. With the increasing competition in the market and the continuous development and expansion of as Company, the original performance appraisal system can no longer adapt to the needs of as Company's development today, and it appears to be relatively outmoded. According to the current advanced theory of human resource management and the theory of performance appraisal, this paper takes Shanghai as marketing company as the research object, carries on the thorough research and the analysis to its present performance appraisal system. This paper summarizes the problems in practice and clarifies the principles of constructing performance appraisal system by combining theory with practice. At the same time, combined with the characteristics and problems of as company, a set of employee performance appraisal system which is suitable for as marketing company's current development status and future strategic goal is constructed.
【學(xué)位授予單位】：安徽大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類(lèi)號(hào)】：F272.92;F721

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