【摘要】：隨著企業(yè)之間競爭的白熱化,人力資源管理成為協(xié)助企業(yè)贏得競爭優(yōu)勢以獲得持續(xù)發(fā)展的關(guān)鍵手段�？冃Ч芾硎侨肆Y源管理活動的核心,對于達(dá)成組織戰(zhàn)略目標(biāo)、評價和激勵員工、提升企業(yè)活力等起著極其關(guān)鍵的作用�？冃Э己藙t是績效管理中最為關(guān)鍵的一環(huán)�？茖W(xué)高效的績效考核方案對提高企業(yè)管理水平、增強(qiáng)企業(yè)持久發(fā)展能力、穩(wěn)固企業(yè)市場競爭力有著重要的意義。華高電子科技公司是一家勞動密集型制造企業(yè),從事高科技電子產(chǎn)品的生產(chǎn)和裝配,為電子行業(yè)商家提供整套ODM和OEM的服務(wù)。本文以華高公司為研究對象,首先,從公司層面、人員層面、考核方法和數(shù)據(jù)處理等不同的角度對公司績效考核現(xiàn)狀進(jìn)行全面深入的分析,找出績效考核中存在的主要問題,即績效考核未能與企業(yè)戰(zhàn)略目標(biāo)相結(jié)合、考核指標(biāo)設(shè)計不科學(xué)、權(quán)重分配不合理、結(jié)果運(yùn)用單一、缺乏溝通和反饋等。其次,運(yùn)用魚骨圖方法,找到這些問題產(chǎn)生的原因,即企業(yè)管理基礎(chǔ)薄弱、績效考核方法不完善、思想上的認(rèn)知和執(zhí)行誤區(qū)、缺乏系統(tǒng)數(shù)據(jù)支持體系等。最后,根據(jù)績效管理相關(guān)理論,提出了華高公司管理人員績效考核的改進(jìn)方案,即:利用平衡計分卡四個維度繪制公司的戰(zhàn)略地圖;建立公司級平衡計分卡;結(jié)合部門的職責(zé)和工作計劃提取部門的績效考核指標(biāo);結(jié)合崗位職責(zé)、工作計劃與能力態(tài)度指標(biāo)搭建管理人員的績效考核方案;借助層次分析法和帕累托分析法對績效指標(biāo)進(jìn)行權(quán)重的設(shè)定以及關(guān)鍵考核指標(biāo)的確定。同時,還以公司品質(zhì)部為例,層層推進(jìn)說明績效考核方案的改進(jìn)設(shè)計�？冃Э己梭w系的建設(shè)是一項巨大的、繁瑣的、艱難的工程,目前我國大多數(shù)企業(yè)尚處在邊摸索邊改進(jìn)的階段。因此,本文基于科學(xué)的績效管理理論為華高電子科技公司制訂出的績效考核改進(jìn)方案,不僅對提升公司的整體績效管理水平起著積極的促進(jìn)作用,也為中國傳統(tǒng)制造業(yè)的績效考核改革提供了有意義的借鑒和參考。
[Abstract]:With the fierce competition between enterprises, human resource management has become a key means to help enterprises to win competitive advantages to achieve sustainable development. Performance management is the core of human resource management, which plays a key role in achieving the strategic goals of the organization, evaluating and motivating employees and promoting the vitality of enterprises. Performance appraisal is the most important part of performance management. Scientific and efficient performance appraisal scheme is of great significance to improve the management level of enterprises, enhance the ability of sustainable development of enterprises, and stabilize the market competitiveness of enterprises. China high-tech company is a labor-intensive manufacturing company engaged in the production and assembly of high-tech electronics products to provide electronics industry merchants with a full set of ODM and OEM services. This article takes Huagao Company as the research object, first, from the company level, the personnel level, the appraisal method and the data processing and so on different angle carries on the thorough analysis to the company performance appraisal present situation, finds out the main question in the performance appraisal. That is, the performance appraisal can not be combined with the strategic goal of the enterprise, the design of the evaluation index is not scientific, the weight distribution is unreasonable, the result is single, lack of communication and feedback, and so on. Secondly, using the fish bone chart method to find out the causes of these problems, that is, the foundation of enterprise management is weak, the method of performance appraisal is not perfect, the misunderstanding of thinking and execution, the lack of system data support system and so on. Finally, according to the related theory of performance management, the paper puts forward the improvement scheme of performance appraisal for managers of Huagao Company, that is, drawing the strategic map of the company by using the four dimensions of balanced scorecard, establishing the balanced scorecard of company level, and improving the performance evaluation of the management staff of Huagao Company. According to the responsibility and work plan of the department, the performance appraisal index of the department is extracted, and the performance appraisal scheme of the management is built according to the responsibility of the post, the work plan and the ability and attitude index. With the help of analytic hierarchy process and Pareto analysis, the weights of the performance indicators and the key assessment indicators are determined. At the same time, also take the company quality department as an example, layer by layer to explain the performance evaluation program improvement design. The construction of performance appraisal system is a huge, tedious and difficult project. At present, most enterprises in our country are still in the stage of improving while groping. Therefore, based on the scientific theory of performance management, the performance appraisal and improvement scheme developed by this paper not only plays an active role in promoting the overall performance management level of the company, but also in the future. It also provides meaningful reference and reference for the performance appraisal reform of Chinese traditional manufacturing industry.
【學(xué)位授予單位】：蘭州大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F426.6

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