本文選題：人力資源 + 汽車(chē)產(chǎn)業(yè)��； 參考：《華北電力大學(xué)》2014年碩士論文

【摘要】：人才是科技的載體,是科技的發(fā)明創(chuàng)造者,是先進(jìn)科技的運(yùn)用者和傳播者。如果說(shuō)科技是第一生產(chǎn)力,那么人才就是生產(chǎn)力諸要素中的特殊要素。人才不僅是再生型資源、可持續(xù)資源,而且是資本性資源。在現(xiàn)代企業(yè)和經(jīng)濟(jì)發(fā)展中,人才是一種無(wú)法估量的資本,一種能給企業(yè)帶來(lái)巨大效益的資本。人才作為資源進(jìn)行開(kāi)發(fā)是經(jīng)濟(jì)發(fā)展的必然。績(jī)效管理在人力資源管理中居于核心地位,是企業(yè)整合人力資源管理的有效手段和方式,通過(guò)設(shè)定科學(xué)、合理的組織目標(biāo)、部門(mén)目標(biāo)和個(gè)人目標(biāo),為企業(yè)員工指明了努力方向。對(duì)于績(jī)效管理而言,企業(yè)年度經(jīng)營(yíng)目標(biāo)的制定與分解是比較重要的環(huán)節(jié),這個(gè)環(huán)節(jié)的工作質(zhì)量對(duì)于績(jī)效管理能否取得實(shí)效是非常關(guān)鍵的�？�(jī)效管理能促進(jìn)和協(xié)調(diào)各個(gè)部門(mén)以及員工按著企業(yè)預(yù)定目標(biāo)努力,形成合力,最終促進(jìn)企業(yè)經(jīng)營(yíng)目標(biāo)的完成,從而保證企業(yè)近期發(fā)展目標(biāo)以及遠(yuǎn)期目標(biāo)的實(shí)現(xiàn)。在此趨勢(shì)下,作為我國(guó)汽車(chē)自主品牌的北方汽車(chē)公司,伴隨著我國(guó)汽車(chē)產(chǎn)業(yè)的不斷前進(jìn)與發(fā)展,在近年來(lái)實(shí)力不斷增強(qiáng),但由于我國(guó)汽車(chē)市場(chǎng)供給的不斷加大以及競(jìng)爭(zhēng)的不斷加劇,北方汽車(chē)公司所面對(duì)的壓力也與日俱增,如何在汽車(chē)市場(chǎng)中長(zhǎng)足發(fā)展并利于不敗之地,是亟待解決的問(wèn)題,而績(jī)效管理作為人力資源管理的重中之重,也因此成為北方汽車(chē)公司要提高的重點(diǎn)。本文首先在研究以往文獻(xiàn)的基礎(chǔ)上,對(duì)績(jī)效管理理論進(jìn)行梳理,其次對(duì)北方汽車(chē)公司的績(jī)效考核體系現(xiàn)狀以及問(wèn)題進(jìn)行細(xì)致、全面的分析,最后通過(guò)對(duì)問(wèn)題分析,從績(jī)效管理理論出發(fā),結(jié)合實(shí)踐對(duì)北方汽車(chē)公司的績(jī)效管理體系優(yōu)化提出建設(shè)性意見(jiàn)。
[Abstract]:Talent is the carrier of science and technology, the creator of the invention of science and technology, and the applicator and communicator of advanced technology. If science and technology is the first productive force, then talent is a special factor among the factors of productivity. Talents are not only regenerative resources, sustainable resources, but also capital resources. In modern enterprises and economic development, talent is an incalculable capital, a kind of capital that can bring great benefits to enterprises. Talent as a resource to develop is the inevitable economic development. Performance management plays a key role in human resource management. It is an effective means and way for enterprises to integrate human resources management. By setting scientific, reasonable organizational goals, departmental objectives and individual goals, performance management points out the direction of enterprise employees. For the performance management, the establishment and decomposition of the enterprise's annual business objectives is a relatively important link, and the quality of the work in this link is crucial to the effectiveness of the performance management. Performance management can promote and coordinate the efforts of all departments and employees according to the enterprise's predetermined goals, form a joint effort, and ultimately promote the completion of the business objectives, thus ensuring the realization of the short-term development goals and long-term goals of the enterprises. Under this trend, as our country automobile independent brand, the north automobile company, along with our country automobile industry unceasing advance and the development, in recent years the strength unceasingly strengthens, However, due to the increasing supply of automobile market and the increasing competition in our country, the pressure on the North Automobile Company is also increasing day by day. It is an urgent problem to be solved how to develop rapidly in the automobile market and to be in favor of the invincible position. As the most important part of human resource management, performance management has become the focus of the North Automobile Company. This paper firstly combs the theory of performance management on the basis of the previous literature, secondly, analyzes the current situation and problems of the performance appraisal system of the North Automobile Company, and finally, through the analysis of the problem, Based on the theory of performance management, this paper puts forward some constructive suggestions on the optimization of performance management system of North Automobile Company.
【學(xué)位授予單位】：華北電力大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類(lèi)號(hào)】：F272.92;F426.471

【共引文獻(xiàn)】

相關(guān)碩士學(xué)位論文 前2條

1 鄭清曉;中信銀行泉州分行對(duì)公客戶(hù)經(jīng)理績(jī)效考核機(jī)制研究[D];華僑大學(xué);2014年

2 趙黎明;克諾爾公司售后工程師KPI考評(píng)方案研究[D];吉林大學(xué);2014年

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本文編號(hào)：1968433