發(fā)布時(shí)間：2017-12-31 23:28

  本文關(guān)鍵詞：陸金所高管人員的績(jī)效考核優(yōu)化研究　出處：《武漢紡織大學(xué)》2017年碩士論文　論文類(lèi)型：學(xué)位論文

  更多相關(guān)文章： 陸金所 高管人員 績(jī)效考核 優(yōu)化研究

【摘要】：隨著經(jīng)濟(jì)建設(shè)的不斷發(fā)展,各行各業(yè)都普遍加強(qiáng)對(duì)績(jī)效考核的管理和優(yōu)化,績(jī)效考核體系的設(shè)計(jì)也是各有千秋。從目前的發(fā)展來(lái)看,陸金所作為一家典型性互聯(lián)網(wǎng)金融公司,對(duì)于公司績(jī)效考核體系優(yōu)化還是較為重視的。而在日常發(fā)展過(guò)程中,為了更好地契合陸金所績(jī)效考核優(yōu)化的實(shí)際需求,陸金所還嘗試通過(guò)高層管理人員與基層員工分項(xiàng)管理的方式,實(shí)現(xiàn)績(jī)效考核的深層優(yōu)化。本文主要針對(duì)陸金所高管人員的績(jī)效考核優(yōu)化展開(kāi)研究和討論。在本文研究過(guò)程中,本文將分為以下幾個(gè)部分作為深入分析。本文的第一部分是緒論研究,主要闡述了研究背景、研究目的、研究意義、文獻(xiàn)綜述和研究方法。第二部分是概念界定及理論研究,主要是系統(tǒng)地分析高管人員、績(jī)效考核、績(jī)效考核優(yōu)化等概念界定及相關(guān)的理論常識(shí)。第三部分開(kāi)始是針對(duì)陸金所高管人員的績(jī)效考核優(yōu)化研究,作出現(xiàn)狀、問(wèn)題及原因分析。而由于考慮到陸金所高管人員的績(jī)效考核優(yōu)化是一個(gè)系統(tǒng)完整的內(nèi)容,因此,為了獲取第一手資料,文章采用文獻(xiàn)檢索法和問(wèn)卷調(diào)查法來(lái)獲取相關(guān)資料和信息。第四部分則是針對(duì)陸金所高管人員績(jī)效考核優(yōu)化現(xiàn)存問(wèn)題,提出具有實(shí)踐價(jià)值的綜合對(duì)策。第一,系統(tǒng)地把握企業(yè)高管績(jī)效考核優(yōu)化的研究背景和研究目的,并得出本文的研究意義,根據(jù)國(guó)內(nèi)外學(xué)者的研究成果,確定本文的研究方法。第二,展開(kāi)對(duì)高管人員績(jī)效考核體系的概念界定和理論研究,主要介紹互聯(lián)網(wǎng)金融公司高管人員的績(jī)效考核相關(guān)研究以及績(jī)效考核的一些基本理論。討論研究陸金所高管績(jī)效考核的具體方面和內(nèi)容,并根據(jù)陸金所高管人員績(jī)效考核體系,設(shè)計(jì)并發(fā)放問(wèn)卷調(diào)查后,對(duì)目前互聯(lián)網(wǎng)金融公司高管人員績(jī)效考核的現(xiàn)狀分析,并探究存在的問(wèn)題。第三,針對(duì)陸金所高管人員績(jī)效考核體系優(yōu)化所存在的問(wèn)題作出深入的原因分析,得出陸金所高管人員績(jī)效考核優(yōu)化的重要性和必要性。列舉國(guó)內(nèi)外互聯(lián)網(wǎng)金融公司的現(xiàn)狀,分析優(yōu)劣勢(shì)以及能對(duì)陸金所高管人員績(jī)效考核帶來(lái)的影響和借鑒。最后,結(jié)合已有的理論成果,嘗試?yán)碚撔耘c實(shí)踐性的融合,運(yùn)用相應(yīng)的績(jī)效考核理論對(duì)陸金所高管的績(jī)效考核進(jìn)行分析和優(yōu)化,并最終作出具有實(shí)踐價(jià)值的綜合對(duì)策,以期用研究所得的優(yōu)化的具體措施和建議,實(shí)現(xiàn)陸金所高管人員績(jī)效考核優(yōu)化的規(guī)范化和標(biāo)準(zhǔn)化。
[Abstract]:With the continuous development of economic construction, all walks of life are generally strengthen the management and optimization of the performance appraisal, and each one has its own merits of performance appraisal system design. From the current development, Lu Jin as a typical internet financial company, for the company's performance appraisal system optimization and pay more attention to the daily. In the development process, in order to the actual demand for better fit the Lu Jin performance optimization, Lu Jin also tries to senior management and staff management sub way deep optimization and implementation of performance appraisal. This article mainly aims at the optimization research and discuss the performance of Lu Jin executives. In the course of this study, this paper will be divided into the following parts as the depth of analysis. The first part is the introduction, mainly expounds the research background, research purpose, research significance, literature review and research Research methods. The second part is the concept definition and theoretical research, mainly is the systematic analysis of executives, performance appraisal, performance appraisal optimization concepts and theoretical knowledge. The third part is to study the performance appraisal optimization Lu Jin executives, as the present situation, problems and reasons. And because the performance optimization assessment considering Lu Jin executives is a complete system, therefore, in order to obtain first-hand information, this paper used to obtain relevant data and information and questionnaire method of literature retrieval. The fourth part is for Lu Jin executives performance appraisal optimization problems, put forward comprehensive countermeasures with practical value. First, objective to systematically grasp the enterprise executive performance appraisal optimization research background and research, and the significance of this study, according to the research results of scholars at home and abroad, to determine The research methods of this paper. Second, launched the concept of the performance assessment system of the executives of the definition and theoretical research, mainly introduces the Internet financial company executives related research on the performance appraisal and performance appraisal of some basic theory. To discuss specific aspects of the Lu Jin Institute of executive performance appraisal and content, and according to the staff performance appraisal system of Lu Jin executives. Designed and conducted a questionnaire survey, analysis of the present situation of the Internet financial company executives performance appraisal, and explore the problems. Third, make a deep analysis of the reason for Lu Jin executives performance appraisal system optimization problems, the necessity and Lu Jin executives performance appraisal. The importance of optimizing listed status the domestic and foreign Internet financial companies, analysis of advantages and disadvantages and can bring on Lu Jin executives performance appraisal and influence Reference. Finally, combined with the existing theoretical results, try to integrate theory with practice, using the corresponding performance evaluation theory of Lu Jin executives performance evaluation were analyzed and optimized, and finally makes a comprehensive countermeasures with practical value, in order to concrete measures and suggestions on the optimization of the implementation of Lu Jin senior executives to optimize performance evaluation standard.

【學(xué)位授予單位】：武漢紡織大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92;F724.6;F832.39

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