本文選題：績(jī)效考評(píng)　切入點(diǎn)：360度績(jī)效考評(píng)　出處：《深圳大學(xué)》2017年碩士論文　論文類(lèi)型：學(xué)位論文

【摘要】：國(guó)內(nèi)零售市場(chǎng)的競(jìng)爭(zhēng)日趨激烈,面對(duì)經(jīng)營(yíng)成本不斷上升和電商企業(yè)對(duì)實(shí)體店的沖擊,許多零售企業(yè)的效益和員工收入待遇都不斷下滑,導(dǎo)致人員流失非常嚴(yán)重,因此,許多零售企業(yè)對(duì)一些核心人才尤其是采購(gòu)人員的重視程度與日俱增。為了有效地激勵(lì)和留住采購(gòu)人員,深圳本土超市連鎖企業(yè)超市有限公司決定引入一家專業(yè)的人力資源管理咨詢機(jī)構(gòu)對(duì)該公司的所有采購(gòu)人員進(jìn)行360度績(jī)效考評(píng),并決定將考評(píng)的結(jié)果充分應(yīng)用到調(diào)崗調(diào)薪等人力資源管理工作中去。本文主要運(yùn)用人力資源管理、績(jī)效考核等的研究成果,在數(shù)據(jù)收集階段主要采用了理論研究與實(shí)證分析相結(jié)合、人員現(xiàn)場(chǎng)訪談和網(wǎng)絡(luò)在線問(wèn)卷調(diào)研等研究方法。本文首先是對(duì)績(jī)效考核的相關(guān)概念作了初步介紹,并重點(diǎn)闡述了360度績(jī)效考評(píng)方法的相關(guān)理念及實(shí)施方法,作者在對(duì)公司的績(jī)效管理現(xiàn)狀進(jìn)行簡(jiǎn)單介紹的基礎(chǔ)上,著重分析了該公司在績(jī)效考評(píng)方面存在的問(wèn)題、原因及因此導(dǎo)致的一些不利后果(采購(gòu)人員的士氣低落、人員流失頻繁和經(jīng)營(yíng)業(yè)績(jī)不佳等),緊接著作者探討了應(yīng)如何構(gòu)建該公司的360度績(jī)效考核體系(重點(diǎn)是如何設(shè)計(jì)考評(píng)的KPI指標(biāo)及權(quán)重設(shè)置),如何在該公司全體采購(gòu)人員中實(shí)施360度績(jī)效考評(píng),并根據(jù)第一次360度考評(píng)的結(jié)果,如何在人員的調(diào)薪調(diào)崗方面加以應(yīng)用,然后作者還從采購(gòu)人員的員工滿意度、人員流失率和經(jīng)營(yíng)業(yè)績(jī)等三個(gè)角度,判斷該公司的360度績(jī)效考評(píng)方案已經(jīng)取得初步的成效,最后,作者還認(rèn)真總結(jié)了該公司的360度績(jī)效考評(píng)方案今后需要繼續(xù)改善的不足之處。作者在本論文撰寫(xiě)過(guò)程中,一方面可以將MBA的相關(guān)理論知識(shí)應(yīng)用到公司的實(shí)踐中去,從而提升了作者的分析和解決實(shí)際問(wèn)題的能力,另一方面也有助于該公司進(jìn)一步完善其對(duì)采購(gòu)人員的績(jī)效考評(píng)的問(wèn)題。與此同時(shí),作者也希望本論文可供其它同行在對(duì)其采購(gòu)人員實(shí)施績(jī)效考評(píng)時(shí)參考。
[Abstract]:The competition in the domestic retail market is becoming increasingly fierce. Facing the rising operating costs and the impact of e-commerce enterprises on physical stores, the benefits of many retail enterprises and the income treatment of employees are declining, resulting in a very serious staff loss. Many retail enterprises pay more and more attention to some core talents, especially procurement personnel. In order to encourage and retain purchasing staff effectively, Shenzhen Local supermarket chain supermarket Co., Ltd. has decided to introduce a professional human resources management consulting agency to conduct 360-degree performance appraisal of all the company's procurement personnel. And decided to fully apply the results of the appraisal to the human resources management such as post adjustment and salary adjustment. This paper mainly uses the research results of human resources management, performance appraisal, etc. In the stage of data collection, this paper mainly adopts the research methods of combining theoretical research with empirical analysis, personnel field interview and online questionnaire investigation and so on. Firstly, this paper makes a preliminary introduction to the related concepts of performance appraisal. The author mainly expounds the relevant concepts and implementation methods of 360-degree performance appraisal method. On the basis of a brief introduction of the company's performance management status quo, the author emphatically analyzes the problems existing in the performance appraisal of the company. Causes and some of the adverse consequences (low morale of procurement staff), Then the author discusses how to construct the company's 360-degree performance appraisal system (how to design the KPI index and weight setting, how to purchase in the whole company). Implementation of 360-degree performance appraisal among personnel, According to the results of the first 360-degree appraisal, how to apply the adjustment of salary and post to the staff, and then the author also from three angles of staff satisfaction, staff turnover rate and operating performance, etc. Judging the company's 360-degree performance evaluation program has achieved preliminary results, finally, the author also seriously summed up the company's 360-degree performance evaluation program in the future need to continue to improve the shortcomings. On the one hand, MBA theory knowledge can be applied to the practice of the company, thus enhancing the author's ability to analyze and solve practical problems. At the same time, the author also hopes that this paper can be used for reference by other peers in the performance appraisal of their purchasing staff.
【學(xué)位授予單位】：深圳大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92;F721.7

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本文編號(hào)：1563476