本文關(guān)鍵詞： 基層員工 績效管理考核優(yōu)化 公平 正義　出處：《西北大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

【摘要】：人力資源是企業(yè)最重要的核心競爭能力,人力資源是企業(yè)取之不盡用之不竭的動(dòng)力源泉；但是人力資源是變化性最強(qiáng),最不易于管理的一項(xiàng)企業(yè)資源。所以人力資源管理是企業(yè)面臨的最重要管理問題。管理好人力資源,運(yùn)用好人力資源,就如美國鋼鐵大王卡耐基的名言“奪走我的一切,給我現(xiàn)在所有人力資源,我同樣可以建造一個(gè)鋼鐵帝國!”由此可見,不管人力資源管理是實(shí)現(xiàn)企業(yè)建立、發(fā)展和完善的必備資源。而人作為人力資源管理的主體,既是管理者又是被管理者,因此,解決人的主觀能動(dòng)性,就解決了人力資源的開發(fā)與利用問題。企業(yè)的人工作最原始的目的就是為了利益的獲得,有了利益的保障才能促使員工把注意力由單純的個(gè)人利益獲得轉(zhuǎn)向企業(yè)利益；實(shí)現(xiàn)了企業(yè)利益,進(jìn)而也就實(shí)現(xiàn)了員工的職業(yè)生涯規(guī)劃與設(shè)計(jì)；員工有了清晰和確定的未來,企業(yè)的未來就有保障；員工更高層次的個(gè)人價(jià)值追求,才會(huì)依托企業(yè)來實(shí)現(xiàn)。因此,人的利益和人力資源管理是密不可分,相輔相成的構(gòu)成關(guān)系。這正是績效考核的原始意義。 人作為最重要的生存因素,基本利益獲得了保障,人的思想自由性就會(huì)驅(qū)使企業(yè)員工開始追求公平與正義。因此,人力資源管理為了能夠反應(yīng)人力生產(chǎn)因素這一精神追求,并通過一定的形式表現(xiàn)出來,就需要建立和完善企業(yè)績效考核體系。本文研究內(nèi)容正是基于這一辯證的關(guān)系,將人力生產(chǎn)因素-績效考核-企業(yè)未來三者作為一個(gè)有機(jī)的整體進(jìn)行定性和定量的研究,為企業(yè)提供能夠真正反應(yīng)出企業(yè)績效考核標(biāo)準(zhǔn)性、透明性以及公平性的績效考核體系。為了區(qū)別于以往人們對(duì)于績效考核研究中要么理論過于深入,使得一般企業(yè)難以照搬照用的研究方式；也區(qū)別于過于理論文字性表述,一旦應(yīng)用于企業(yè)會(huì)產(chǎn)生不適應(yīng)性的研究方式；本文的研究側(cè)重于理論和實(shí)踐相結(jié)合的方式進(jìn)行研究。本著研究成果既可以被應(yīng)用于企業(yè)實(shí)踐,又可以被當(dāng)做其它研究工作的理論研究參考為基礎(chǔ),對(duì)ZY企業(yè)的績效考核進(jìn)行深入的剖析和闡述,并最終提出鑒于ZY企業(yè)績效考核缺點(diǎn)和問題的對(duì)策和建議。 因此,本文首先應(yīng)用文獻(xiàn)綜述法比較研究本課題的研究背景和意義。主旨鮮明的闡述研究企業(yè)績效考核體系,其最根本的目標(biāo)是為企業(yè)保證人才梯隊(duì)的培養(yǎng)和增強(qiáng)企業(yè)核心競爭力。同時(shí),通過向人力資源管理要效益,使企業(yè)獲得更大的發(fā)展空間。接著本文對(duì)績效考核相關(guān)概念予以闡述。在本文應(yīng)用的相關(guān)概念中包含績效考核的概念,績效考核的原則和企業(yè)內(nèi)部及外部動(dòng)因。在此基礎(chǔ)上,本文理論依據(jù)確立的同時(shí)針對(duì)ZY基層員工績效考核體系進(jìn)行實(shí)證分析。本文對(duì)ZY企業(yè)績效考核體系的闡述不是單純的文件和模式照搬,而是通過對(duì)ZY企業(yè)績效考核體系的綜述,指出當(dāng)前企業(yè)績效考核存在的不足,比如：績效考核中主觀因素過大導(dǎo)致員工考核不公平等現(xiàn)象,通過對(duì)這些問題的闡述,指出企業(yè)績效考核應(yīng)該整改哪些內(nèi)容,通過什么方式和管理方法獲得績效考核的改進(jìn)。這對(duì)ZY企業(yè)績效考核實(shí)際狀況,構(gòu)建具有針對(duì)性和實(shí)用性的新的ZY企業(yè)績效考核模式。并通過案例驗(yàn)證這一模式的可行性。最后,在實(shí)際企業(yè)績效考核的改革中從來沒有一蹴而就的改革方法和手段,針對(duì)ZY企業(yè)績效考核的問題提出具有針對(duì)性的建議和措施。
[Abstract]:Human resource is the most important enterprise core competitive ability, human resource is the inexhaustible inexhaustible source of power; but the change of human resources is the strongest, an enterprise resource not easy to manage. So human resource management is the most important problem facing the enterprise management. Management of human resources, make good use of human resources, such as American steel magnate Carnegie saying "take everything I give, I now all human resources, I also can build a steel empire!" thus, whether human resources management is the essential resource for enterprises to establish, develop and perfect. And as a main body of human resource management, both managers and managers therefore, to solve the people's subjective initiative, it solves the problems of development and utilization of human resources. The enterprise who work the original purpose is to benefit Have the protection of the interests, to encourage employees to focus from pure personal interests to corporate interests; the interests of enterprises, and also realized the planning and design of employee occupation career; employees have a clear and definite future, the future of the enterprise is security; the staff's personal pursuit of value. Only relying on enterprises to achieve. Therefore, the interests of the people and human resources management are inseparable, complementary relationship. This is the original meaning of performance appraisal.
As one of the most important factors of survival, access to the basic interests of security, freedom of thought of people will drive employees began the pursuit of fairness and justice. Therefore, human resources management to the human spirit can reaction production factors to pursue, and through certain forms, we need to establish and improve the enterprise performance evaluation system in this paper. The research content is the dialectical relationship based on the study of qualitative and quantitative human factors of production performance assessment of enterprise in the future three as an organic whole, can really reflect the enterprise performance evaluation standard for the enterprise, transparency and fairness of the performance appraisal system. In order to distinguish from the past study on performance appraisal in either theory is too deep, generally makes enterprises difficult to copy the way of picture; also different from the theory of the text too, When applied to the enterprise produces study adaptability; this study focuses on the theory and practice of combining methods. Based on research results can be applied to business practice, theoretical research and can be used as a reference for other research work based on ZY enterprise performance evaluation in-depth analysis and elaboration in view of the ZY, and finally puts forward the enterprise performance appraisal shortcomings and problems countermeasures and suggestions.
Therefore, a comparative study of this topic firstly applied the method of literature review of the research background and significance. Theme clear exposition of the performance appraisal system of enterprise, its fundamental goal is to cultivate the talent guarantee enterprise and enhance the core competitiveness of enterprises. At the same time, according to human resources management, make the enterprise get more development space large. Then the performance evaluation related concepts discussed. Included in the concept of performance appraisal in the application of the concepts of this article, the principle and the internal and external causes of performance evaluation. On this basis, this paper establish the theoretical basis and empirical analysis of the performance evaluation system in ZY. In this paper, the primary copy performance appraisal ZY enterprise system is not a simple file and mode, but through the review of the performance appraisal system of ZY company, and points out that the current enterprise performance appraisal in The lack of subjective factors such as performance appraisal due to excessive staff appraisal unfairness, based on these issues in this paper, and points out that the enterprise performance appraisal should rectification which contents, improved the performance appraisal by what means and management methods. The performance appraisal of ZY enterprise actual situation, targeted and practical construction the new ZY enterprise performance evaluation model. And the feasibility of this model is verified by case. Finally, in the actual performance appraisal reform in enterprise reform methods and means never easy, for ZY enterprise performance appraisal problem has put forward specific proposals and measures.

【學(xué)位授予單位】：西北大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F299.233.4

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