本文選題：績效考核 + 關(guān)鍵績效指標(biāo)考核��； 參考：《廣東工業(yè)大學(xué)》2014年碩士論文

【摘要】：中國的房地產(chǎn)行業(yè)是在改革開放的浪潮中發(fā)展起來的新興行業(yè),是國民經(jīng)濟(jì)支柱行業(yè),成為衡量國民經(jīng)濟(jì)的重要指標(biāo)。作為發(fā)展最為快速之一的現(xiàn)代企業(yè),做好企業(yè)內(nèi)部人力資源管理對企業(yè)發(fā)展有著重要意義。 在人力資源管理的各項工作中,績效考核是重難點(diǎn),也是現(xiàn)代企業(yè)最為重視的一個管理環(huán)節(jié)。它是提高企業(yè)與員工工作績效的重要工具,同時也被認(rèn)為是人力資源管理工作的最難點(diǎn)之一�？冃Э己说挠行�(shí)施,對企業(yè)的管理活動有著重要的影響,也影響著企業(yè)戰(zhàn)略目標(biāo)的實(shí)現(xiàn)。 績效考核的核心作用,是幫助企業(yè)維持和提高生產(chǎn)力、實(shí)現(xiàn)企業(yè)目標(biāo)的最有效的手段之一。員工績效考核以提升員工績效水平為基礎(chǔ),幫助員工找出差距、不斷提高,同時為獎優(yōu)罰劣提供考核數(shù)據(jù)支持。 本文通過診斷A房地產(chǎn)公司人力資源部現(xiàn)行績效考核體系實(shí)際問題,從公司人力資源部門的績效考核現(xiàn)狀出發(fā),分析并找出該公司目前人力資源部績效考核存在的問題及其原因,再對人力資源部的績效考核體系再設(shè)計,采用關(guān)鍵績效指標(biāo)法這一績效考核方法,對人力資源部提出了量身定制的與企業(yè)戰(zhàn)略相匹配的績效考核指標(biāo),設(shè)置指標(biāo)量化考核的方法,設(shè)立績效考核結(jié)果與激勵薪酬計發(fā)原則,以期提升A公司的人力資源部門員工績效考核和管理水平。
[Abstract]:China's real estate industry is a new industry developed in the tide of reform and opening up. It is the pillar industry of the national economy and has become an important index to measure the national economy. As one of the fastest developing modern enterprises, it is of great significance to do well the internal human resource management. In all aspects of human resource management, performance appraisal is the most important and difficult part of modern enterprise management. It is an important tool to improve the performance of enterprises and employees, and is also considered to be one of the most difficult points in human resource management. The effective implementation of performance appraisal has an important impact on the management activities of enterprises, and also affects the realization of the strategic objectives of enterprises. The core role of performance appraisal is one of the most effective means to help enterprises maintain and improve productivity and achieve their goals. Employee performance appraisal is based on improving employee performance level to help employees find out the gap and improve continuously, and at the same time provide evaluation data support for rewards and penalties. Based on the diagnosis of the actual problems in the current performance appraisal system of Human Resources Department of A Real Estate Company, this paper starts from the present situation of the performance Appraisal of the Human Resources Department of the Company. This paper analyzes and finds out the problems existing in the performance appraisal of the human resources department and its causes, then redesigns the performance appraisal system of the human resources department, and adopts the key performance index method as the performance appraisal method. The human resources department puts forward the performance appraisal index which is customized to match the enterprise strategy, sets up the method of quantitative evaluation, establishes the result of performance appraisal and the principle of incentive salary. In order to improve the A company's human resources department staff performance appraisal and management level.
【學(xué)位授予單位】：廣東工業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F299.233.4;F272.92

【引證文獻(xiàn)】

相關(guān)碩士學(xué)位論文 前3條

1 李平;HM公司績效管理體系優(yōu)化設(shè)計[D];天津工業(yè)大學(xué);2016年

2 鄧梓妍;L藥業(yè)公司人力資源部門關(guān)鍵績效指標(biāo)優(yōu)化研究[D];西北大學(xué);2015年

3 鄧峰;國有房地產(chǎn)開發(fā)公司基層員工激勵研究[D];西安建筑科技大學(xué);2014年

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本文編號：1830854