發(fā)布時(shí)間：2018-05-06 04:27

  本文選題：小微企業(yè) + 績(jī)效考核��； 參考：《安徽大學(xué)》2017年碩士論文

【摘要】：市場(chǎng)經(jīng)濟(jì)的不斷發(fā)展助力我國(guó)小微企業(yè)迅速壯大,小微企業(yè)的發(fā)展為國(guó)民經(jīng)濟(jì)注入了活力,也發(fā)揮著越來(lái)越重要的作用,但是在市場(chǎng)環(huán)境變幻莫測(cè)的背景下,我國(guó)小微企業(yè)存在的問(wèn)題也日益顯現(xiàn)。合肥L公司是新興發(fā)展起來(lái)的小微企業(yè),自2011年成立以來(lái),年?duì)I業(yè)額逐步增長(zhǎng),公司規(guī)模逐漸擴(kuò)大,但近年由于內(nèi)部管理跟不上外部環(huán)境變化使得公司的發(fā)展陷入瓶頸期,尤其忽視了績(jī)效考核制度的建設(shè)�？�(jī)效考核是人力資源管理的基礎(chǔ)與核心,員工爭(zhēng)取晉升機(jī)會(huì)、改善福利是以績(jī)效考核結(jié)果為憑據(jù)的。因此如何建構(gòu)符合公司狀況的、科學(xué)的績(jī)效考核體系,減少離職現(xiàn)象發(fā)生,對(duì)目前的合肥L公司非常重要。基于以上原因,筆者以合肥L公司為研究對(duì)象,在分析公司考核現(xiàn)狀的基礎(chǔ)上提出了員工績(jī)效考核體系的建構(gòu)研究,文章共有六部分,其中:第一部分是緒論,對(duì)研究背景、研究方法等做了簡(jiǎn)單的介紹,通過(guò)對(duì)員工績(jī)效考核國(guó)內(nèi)外研究現(xiàn)狀的評(píng)述,為本文的研究提供了理論借鑒與指導(dǎo);第二部分是相關(guān)理論的介紹,其中包含了對(duì)常見(jiàn)績(jī)效考核方法的比較評(píng)析,為后文做理論鋪墊;第三部分是對(duì)合肥L公司現(xiàn)有的績(jī)效考核現(xiàn)狀進(jìn)行闡述分析,通過(guò)電話問(wèn)卷調(diào)查和個(gè)人談話的方法深入探討,為研究提供了現(xiàn)實(shí)指導(dǎo)依據(jù);第四部分進(jìn)行合肥L公司員工績(jī)效考核體系的設(shè)計(jì),包括績(jī)效考核目標(biāo)的確定、考核指標(biāo)的選擇、考核維度的選擇、指標(biāo)權(quán)重分配、考核主體的選擇以及考核標(biāo)準(zhǔn)的設(shè)計(jì);第五部分是考核體系的組織實(shí)施,包括具體實(shí)施步驟和保障體系;第六部分是研究結(jié)論和展望�？偨Y(jié)研究的結(jié)果,剖析存在的不足,為以后的研究指明方向。本文構(gòu)建的員工績(jī)效考核體系還要在實(shí)踐中潤(rùn)色,希望本文的研究能為類(lèi)似小微企業(yè)提供借鑒。
[Abstract]:The continuous development of market economy helps our small and micro enterprises grow rapidly. The development of small and micro enterprises injects vitality into the national economy and plays a more and more important role. However, under the background of unpredictable market environment, The problem that our country small and micro enterprise exists also appears day by day. Hefei L Company is a newly developed small and micro enterprise. Since its establishment in 2011, the annual turnover has gradually increased and the company's scale has gradually expanded. However, in recent years, due to the internal management can not keep up with the changes of external environment, the development of the company has been in a bottleneck period. In particular, the performance appraisal system has been neglected. Performance appraisal is the basis and core of human resource management. Therefore, it is very important for Hefei L Company to construct a scientific performance appraisal system to reduce the phenomenon of turnover. Based on the above reasons, the author takes Hefei L Company as the research object, and puts forward the research on the construction of employee performance appraisal system based on the analysis of the present situation of the company. There are six parts of the article: the first part is the introduction, the background of the research. The research method and so on have made the simple introduction, through to the staff performance appraisal domestic and foreign research present situation review, has provided the theory reference and the instruction for this article research; the second part is the related theory introduction, The third part is to elaborate and analyze the current situation of the performance appraisal of Hefei L Company, through telephone questionnaires and personal conversation methods to explore, The fourth part is the design of employee performance appraisal system in Hefei L Company, including the determination of performance appraisal goal, the selection of evaluation index, the selection of evaluation dimension, the distribution of index weight. The fifth part is the organization and implementation of the evaluation system, including the specific implementation steps and the security system; the sixth part is the conclusion and prospect of the research. Summarize the results of the research, analyze the shortcomings, and point out the direction for the future research. The employee performance appraisal system constructed in this paper should be embellished in practice. I hope the research in this paper can provide reference for similar small and micro enterprises.
【學(xué)位授予單位】：安徽大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92

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本文編號(hào)：1850798