【摘要】：隨著知識(shí)經(jīng)濟(jì)的到來，人力資源的開發(fā)與管理已成為現(xiàn)代企業(yè)管理的重要組成部分。人力資源管理的核心職能是有效的員工績效考核，科學(xué)的績效考核是進(jìn)行有效激勵(lì)管理的前提和基礎(chǔ)。正確認(rèn)識(shí)員工的工作績效，并把員工的工作績效與員工的收入、職業(yè)發(fā)展、職業(yè)培訓(xùn)等有機(jī)的結(jié)合起來，對(duì)于有效激勵(lì)員工，留住人才發(fā)揮積極的作用，有助于企業(yè)持續(xù)穩(wěn)定的發(fā)展。 近年來，中國生活用紙行業(yè)隨著經(jīng)濟(jì)發(fā)展、人口增加和人民生活質(zhì)量的提高而快速增長。中國生活用紙市場需求旺盛，繼續(xù)保持快速增長勢(shì)頭，是生活用紙企業(yè)和其他紙種造紙企業(yè)新增產(chǎn)能的投資熱點(diǎn)。隨著我國經(jīng)濟(jì)的發(fā)展和城市化、國際化進(jìn)程的加快，市場需求潛力將不斷釋放，為生活用紙這一朝陽行業(yè)帶來巨大的發(fā)展空間。 本文以安徽J(rèn)N公司員工為研究對(duì)象，對(duì)企業(yè)員工的績效考核現(xiàn)狀進(jìn)行研究，通過企業(yè)的調(diào)查和訪談等工作，將安徽J(rèn)N公司員工進(jìn)行滿意度調(diào)查作為切入點(diǎn)，分析并診斷企業(yè)績效考核的現(xiàn)狀及存在的問題。對(duì)績效考核的目的認(rèn)識(shí)不到位、考核指標(biāo)設(shè)計(jì)不夠合理，主次不分績效考核效果不明顯、反饋信息不夠及時(shí)、考核目標(biāo)與最后結(jié)果的產(chǎn)生缺少必要溝通，績效考核結(jié)果沒有真正發(fā)揮激勵(lì)作用等。 本文在調(diào)查研究的基礎(chǔ)上，從建立健全安徽J(rèn)N公司員工績效考核的角度出發(fā)，針對(duì)發(fā)現(xiàn)的問題從以下方面提出了解決方案：樹立科學(xué)績效觀；完善企業(yè)的績效考核制度、績效考核體系與企業(yè)文化的整合；做好相關(guān)人員的培訓(xùn)工作，提高績效考核工作水平、強(qiáng)化溝通及時(shí)反饋，努力提高員工績效、績效考核與薪酬有效聯(lián)動(dòng)，共同形成有效的激勵(lì)機(jī)制。 本文創(chuàng)新之處在于：第一，豐富民營企業(yè)績效考核研究的理論成果。對(duì)以往文獻(xiàn)進(jìn)行研究之后發(fā)現(xiàn)，雖然對(duì)于企業(yè)績效考核體系的研究不少，但關(guān)于民營企業(yè)績效考核體系的研究為數(shù)不多。大多數(shù)文獻(xiàn)著眼于國有企業(yè)，民營企業(yè)為我國經(jīng)濟(jì)發(fā)展的中堅(jiān)力量，但研究者和管理者對(duì)民營企業(yè)績效考核體系的重視程度不夠。筆者希望通過自己的研究，以理論結(jié)合實(shí)踐的方式，拓展和豐富民營企業(yè)績效考核體系的的研究成果，為民營企業(yè)改革提供理論研究的支撐。第二，，實(shí)證研究法方法的采用。本文主要研究的是民營企業(yè)績效考核體系現(xiàn)狀和問題。本文將通過調(diào)查問卷公司人員的績效考核現(xiàn)狀進(jìn)行調(diào)查，運(yùn)用實(shí)證分析結(jié)果來客觀展現(xiàn)企業(yè)績效考核體系現(xiàn)狀使改進(jìn)方案的提出更具有針對(duì)性和合理性。第三，研究結(jié)論有較高的推廣價(jià)值。民營企業(yè)作為我國經(jīng)濟(jì)發(fā)展的中堅(jiān)力量，如何合理的利用人力資源，充分調(diào)動(dòng)員工的積極性，一直是人們所關(guān)注和研究的重點(diǎn)。對(duì)公司人員的績效考核現(xiàn)狀進(jìn)行調(diào)查和分析，尤其對(duì)問題的分析和解決對(duì)策的研究將有助于民營企業(yè)提升人力資源管理工作的水平和效率，為民營企業(yè)的長期穩(wěn)定發(fā)展提供人力資源保障。
[Abstract]:With the coming of knowledge economy, the development and management of human resources have become an important part of modern enterprise management. The core function of human resource management is the effective performance appraisal, and the scientific performance appraisal is the premise and foundation for effective incentive management. To correctly understand the work performance of the staff, and combine the work performance of the staff with the employees' income, career development, vocational training and other organic combination, to effectively motivate the staff, retain the talents to play an active role, and contribute to the sustainable and stable development of the enterprise. In recent years, with the development of the economy, the increase of the population and the improvement of the quality of the people's life, China's paper industry has rapidly increased Long. The market demand of China's domestic paper is vigorous, and the rapid growth will continue to be maintained. It is the investment heat of the new production capacity of the paper-making enterprises and other paper-making enterprises With the development of China's economy and the acceleration of the urbanization and the internationalization process, the market demand potential will be released continuously, which brings great development to the Chaoyang industry of the paper of domestic paper This paper, based on the research object of the company of JN in Anhui Province, studies the present situation of the performance appraisal of the staff of the enterprise, and through the investigation and interview of the enterprise, it takes the satisfaction survey of the company employees of Anhui JN as the starting point, and analyzes and diagnoses the present situation and the present situation of the performance appraisal of the enterprise The problem of the performance appraisal is not in place, the design of the assessment index is not reasonable, the primary and secondary performance appraisal effect is not obvious, the feedback information is not timely, the assessment target and the final result lack the necessary communication, and the performance appraisal results do not really play the excitation Based on the investigation and research, this paper, from the point of establishing and perfecting the performance appraisal of the company's employees in Anhui, puts forward the solution from the following aspects: to set up the view of scientific performance, to perfect the performance appraisal system, the performance appraisal system and the enterprise of the enterprise. The integration of culture; to do well the training of relevant personnel, to improve the working level of performance appraisal, to strengthen the timely feedback of communication, to improve the performance of the staff, the effective linkage of performance appraisal and compensation, and to form an effective system The innovation of this paper is: first, to enrich the performance appraisal of private enterprises The results of the research are as follows: the research on the past literature has found that, while the research of the enterprise performance appraisal system is not many, the performance appraisal system of the private enterprise Most of the literature is focused on state-owned enterprises and the private enterprises are the backbone of the economic development of our country, but the researchers and managers are concerned with the performance appraisal system of the private enterprises. The author hopes to develop and enrich the research results of the performance appraisal system of the private enterprise through its own research, in the form of theory and practice, to provide the reform of the private enterprise The support of theoretical research. The main research of this paper is the performance appraisal of private enterprises. The present situation and the problems of the system are discussed in this paper. The present situation of the performance appraisal system of the personnel of the questionnaire company will be investigated, and the present situation of the performance appraisal system of the enterprise will be presented objectively by using the results of the empirical analysis. Third, the conclusions of the study are The higher promotion value. The private enterprise, as the medium and strong force of the economic development of our country, how to make use of the human resource reasonably, and fully mobilize the enthusiasm of the staff, has always been the people's position. The focus of the research is to investigate and analyze the present situation of the performance appraisal of the company's personnel, in particular the analysis of the problems and the study of the solution, will help the private enterprises to improve the level and efficiency of the human resources management, and provide the long-term and stable development of the private enterprises.
【學(xué)位授予單位】：天津商業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F426.83

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