本文選題：績(jī)效管理 + 績(jī)效考核�。� 參考：《貴州財(cái)經(jīng)大學(xué)》2017年碩士論文

【摘要】：目前我國(guó)企業(yè)績(jī)效管理實(shí)踐中有越來(lái)越多的民營(yíng)企業(yè)開始引進(jìn)或建立了自己的績(jī)效管理體系,但總體看來(lái),能夠良好運(yùn)轉(zhuǎn)的并不是很多,尤其是中小型民營(yíng)企業(yè),管理基礎(chǔ)相對(duì)薄弱,績(jī)效考核形同虛設(shè),績(jī)效管理沒(méi)有達(dá)到理想的效果。C公司是山東省內(nèi)一家大型的集肉鴨屠宰、加工、冷藏、銷售于一體的民營(yíng)企業(yè),經(jīng)過(guò)九年的努力發(fā)展也取得了一定成績(jī),但就績(jī)效管理而言還存在著諸多的問(wèn)題。為改善現(xiàn)有的績(jī)效管理狀況,C公司也迫切希望通過(guò)運(yùn)用一些科學(xué)的方法、手段設(shè)計(jì)出適合自身經(jīng)營(yíng)發(fā)展的績(jī)效管理體系。本文的主要內(nèi)容是分析研究了C公司目前存在的人員績(jī)效管理方面的問(wèn)題,設(shè)計(jì)了一套以戰(zhàn)略目標(biāo)為導(dǎo)向的人員績(jī)效管理體系。文章認(rèn)為,企業(yè)的績(jī)效管理體系設(shè)計(jì)應(yīng)該以戰(zhàn)略為導(dǎo)向,將企業(yè)總目標(biāo)層層分解度量,設(shè)計(jì)出崗位績(jī)效管理目標(biāo)。在績(jī)效考核上也要根據(jù)企業(yè)的生命發(fā)展周期,選擇適合自身發(fā)展的績(jī)效考核辦法。企業(yè)的績(jī)效管理不僅要注重管理的結(jié)果,更要注重管理的過(guò)程,過(guò)程管理是最終結(jié)果達(dá)成的保障。C公司作為民營(yíng)企業(yè)中的一員,其規(guī)模和管理模式在行業(yè)中具有一定的代表性,對(duì)其進(jìn)行績(jī)效管理研究不僅能指導(dǎo)和改善C公司自身的管理狀況,也希望對(duì)行業(yè)內(nèi)其他企業(yè)的績(jī)效管理體系的建設(shè)起到一定的借鑒作用。
[Abstract]:At present, more and more private enterprises in our country begin to introduce or establish their own performance management system in the practice of enterprise performance management, but generally speaking, there are not a lot of people, especially small and medium-sized private enterprises, who can run well. The management foundation is relatively weak, the performance appraisal is empty, the performance management does not reach the ideal effect. C company is a large private enterprise in Shandong province which integrates meat and duck slaughtering, processing, refrigeration and sales. After nine years of development, there are still many problems in performance management. In order to improve the existing performance management situation, company C also hopes to design a performance management system suitable for its own business development by using some scientific methods. The main content of this paper is to analyze and study the current problems of personnel performance management in C Company, and design a set of personnel performance management system based on strategic objectives. The paper holds that the design of enterprise performance management system should be guided by strategy and decompose and measure the total enterprise objectives and design the post performance management objectives. According to the life cycle of the enterprise, it is necessary to choose the performance appraisal method suitable for its own development. The performance management of enterprises should not only pay attention to the results of management, but also to the process of management. Process management is the guarantee of the final results. C company, as a member of private enterprises, its scale and management mode are representative in the industry. The research on performance management can not only guide and improve the management situation of company C itself, but also play a certain reference role in the construction of performance management system of other enterprises in the industry.
【學(xué)位授予單位】：貴州財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F426.82

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