本文選題：翔龍藥品零售連鎖公司 + 目標(biāo)管理（MBO）��； 參考：《湖南大學(xué)》2015年碩士論文

【摘要】：經(jīng)濟(jì)飛速發(fā)展的今天，“人”的重要性越發(fā)地顯現(xiàn)出來(lái)�，F(xiàn)代企業(yè)為了提高自身的核心競(jìng)爭(zhēng)力及適應(yīng)能力，面臨的重大問(wèn)題是如何創(chuàng)造并保持高的績(jī)效，想把“人”的重要性發(fā)揮出來(lái)，基于目標(biāo)管理的績(jī)效管理體系是實(shí)現(xiàn)企業(yè)經(jīng)營(yíng)目標(biāo)，，最大限度地調(diào)動(dòng)和激發(fā)員工的積極性和創(chuàng)造性，提高全局觀念、協(xié)作意識(shí)、和責(zé)任感，增強(qiáng)企業(yè)競(jìng)爭(zhēng)力，使各項(xiàng)工作高效運(yùn)行以適應(yīng)日趨激烈的市場(chǎng)競(jìng)爭(zhēng)的有效方法。本研究，是針對(duì)翔龍藥品零售連鎖有限公司績(jī)效管理的現(xiàn)狀所存在的問(wèn)題，提出了以目標(biāo)管理為導(dǎo)向三級(jí)績(jī)效考核體系。 翔龍藥品零售連鎖有限公司在采用目標(biāo)管理方法優(yōu)點(diǎn)的基礎(chǔ)上，在績(jī)效管理系統(tǒng)之中融入了目標(biāo)管理（MBO）的流程以及目標(biāo)管理的宗旨，增強(qiáng)了績(jī)效管理系統(tǒng)的操作性以及實(shí)用性。在自身績(jī)效管理現(xiàn)狀的基礎(chǔ)上，從指導(dǎo)思想、宗旨、依據(jù)、以及構(gòu)建目標(biāo)為導(dǎo)向的管理模式四個(gè)方面提出了構(gòu)建翔龍藥品零售連鎖有限公司以目標(biāo)管理導(dǎo)向的三級(jí)績(jī)效考核體系的思路，通過(guò)明確年度經(jīng)營(yíng)目標(biāo)、優(yōu)化部門職責(zé)與權(quán)限分工,調(diào)整組織架構(gòu)、完善薪酬體系等管理措施,為完善績(jī)效管理體系有效運(yùn)行奠定堅(jiān)實(shí)的基礎(chǔ)。同時(shí)通過(guò)將公司戰(zhàn)略目標(biāo)、年度經(jīng)營(yíng)目標(biāo)層層分解,把企業(yè)目標(biāo)、部門目標(biāo)和個(gè)人目標(biāo)有效結(jié)合,形成協(xié)調(diào)統(tǒng)一的目標(biāo)體系,通過(guò)加強(qiáng)對(duì)目標(biāo)實(shí)現(xiàn)過(guò)程中的監(jiān)控,對(duì)目標(biāo)實(shí)施進(jìn)行跟蹤管理,最終使各崗位順利達(dá)成崗位績(jī)效,從而實(shí)現(xiàn)企業(yè)經(jīng)營(yíng)目標(biāo)。 以目標(biāo)管理為導(dǎo)向的三級(jí)績(jī)效考核體系有效地緩解了公司對(duì)組織績(jī)效關(guān)注過(guò)多，員工幾乎沒(méi)有被關(guān)注的問(wèn)題，這種體系非常貼近企業(yè)實(shí)際情況，又較為容易操作，是結(jié)合了目標(biāo)管理（MBO）的新的績(jī)效管理方式。這是幫助企業(yè)實(shí)現(xiàn)科學(xué)管理的有效手段之一。
[Abstract]:With the rapid development of economy today, the importance of "human" is becoming more and more obvious. In order to improve their core competitiveness and adaptability, modern enterprises face the major problem of how to create and maintain high performance, and want to give play to the importance of "human". The performance management system based on objective management is to achieve the business objectives, to mobilize and stimulate the staff's enthusiasm and creativity to the maximum extent, to improve the overall concept, the sense of cooperation, and the sense of responsibility, and to enhance the competitiveness of enterprises. An effective way to make the work run efficiently to adapt to the increasingly fierce market competition. This study is aimed at the problems existing in the performance management of Xianglong Pharmaceutical Retail chain Co., Ltd., and puts forward a three-level performance appraisal system guided by objective management. On the basis of adopting the advantages of objective management method, Xianglong Pharmaceutical Retail chain Co., Ltd. integrates the process of objective management and the aim of objective management into the performance management system, which enhances the operability and practicability of the performance management system. On the basis of the present situation of its own performance management, from the guiding ideology, the purpose, the basis, As well as constructing the goal-oriented management mode, the paper puts forward the idea of constructing the three-level performance appraisal system of Xianglong Pharmaceutical Retail chain Co., Ltd., which is guided by the objective management, and clarifies the annual management objectives. To optimize the division of responsibility and authority, adjust the organizational structure, perfect the salary system and other management measures, and lay a solid foundation for the effective operation of the performance management system. At the same time, by decomposing the company's strategic objectives, annual business objectives, and effectively combining enterprise objectives, departmental objectives and individual objectives, a coordinated and unified goal system can be formed, and through strengthening the monitoring of the process of achieving the objectives, Track and manage the implementation of the target, and finally make the posts achieve the post performance smoothly, thus achieve the business objectives. The three-level performance appraisal system guided by objective management effectively alleviates the problems that the company pays too much attention to organizational performance and the employees are hardly concerned. This system is very close to the actual situation of the enterprise and is easy to operate. It is a new performance management method which combines objective management with MBOs. This is one of the effective means to help enterprises realize scientific management.
【學(xué)位授予單位】：湖南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92;F724.2

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