【摘要】：隨著就業(yè)形勢越來越嚴峻,以及當代年輕人的創(chuàng)業(yè)熱情逐漸高漲,幾名剛畢業(yè)的大學生攜手創(chuàng)建了新世紀科技公司。該公司在創(chuàng)業(yè)初期,幾位創(chuàng)始人即是管理者又是員工,因此未建立相應(yīng)的績效管理制度。隨著公司的不斷發(fā)展,員工人數(shù)的不斷增多,諸多內(nèi)部管理制度問題開始顯現(xiàn),影響到公司的發(fā)展壯大。因此,新世紀科技公司的相關(guān)制度亟需改進與完善。 本文通過對新世紀科技公司目前凸顯的問題進行調(diào)查,對公司目前執(zhí)行的相關(guān)制度進行分析,指出造成公司發(fā)展停滯的主要原因在于未建立有效的績效管理制度。績效管理對于處于脫離創(chuàng)業(yè)期步入發(fā)展期的企業(yè)而言尤其重要,沒有有效的績效管理,企業(yè)和個人的績效得不到持續(xù)提升,企業(yè)和個人就不能適應(yīng)殘酷的市場競爭需求,最終將被市場淘汰。因此,本文是圍繞新世紀科技公司發(fā)展目標及員工需求,根據(jù)公司現(xiàn)狀,按照科學化的流程,制訂一套符合公司目前現(xiàn)狀的績效管理方案。在本文中首先闡述了什么是績效管理,績效管理的目的是什么,如何制訂績效管理方案,在制訂方案的過程中要注意哪些細節(jié)。而后根據(jù)新世紀科技公司的部門構(gòu)成及員工職責,制訂考核計劃,確定關(guān)鍵績效指標,著手新績效管理方案的實施。在新方案實施之前,先在公司市場銷售部進行試行,根據(jù)試行情況對方案進行完善,之后在全公司進行推廣。文中強調(diào)了兩點：一是在新世紀科技公司績效管理制度改進過程中,要搭建一個與員工溝通交流的平臺,以確保公司經(jīng)理人與員工之間有一個意見交換的渠道。通過這個平臺的交流,不僅可以減少上下級之間的隔閡,同時可以提高員工的工作積極性。二是在績效管理方案制訂的過程中,要注重讓員工參與,如此不僅能夠為新方案的實施執(zhí)行奠定基礎(chǔ),同時可以提高員工的責任感與歸屬感。新的績效管理制度主要面向?qū)ο笫遣块T主管和部門內(nèi)員工,具體實施由公司高層和人事主管部門共同完成。 目前中小企業(yè)在度過創(chuàng)業(yè)期步入發(fā)展期后,通常會遇到企業(yè)內(nèi)部管理制度滯后,與企業(yè)當前動作模式不匹配的情況,造成企業(yè)發(fā)展停滯或績效下降。本文通過對新世紀科技公司的績效管理制度進行研究與改進,在當代中小企業(yè)發(fā)展過程中解決制度問題具有一定的參考價值。
[Abstract]:As the employment situation becomes more and more serious and the entrepreneurial enthusiasm of the young people is gradually rising, several newly graduated college students have joined hands to create a new century technology company. With the continuous increase of the number of internal management system problems have begun to emerge, affecting the company's development and growth. Therefore, the relevant system of science and technology companies in the new century needs to be improved and improved.
This paper investigates the current problems of science and technology companies in the new century, analyzes the relevant systems they are implementing, and points out that the main reason for the stagnation is the lack of an effective performance management system. Effective performance management can not continuously improve the performance of enterprises and individuals, enterprises and individuals can not adapt to the cruel market competition demand, and will eventually be eliminated by the market. Therefore, this paper is based on the new century technology company development goals and staff needs, according to the company's current situation, according to the scientific process, to develop a set of in line with the company's current situation. In this paper, first of all, what is the performance management, what is the purpose of performance management, how to formulate the performance management program, what details should be paid attention to in the process of formulating the program. Before the implementation of the new scheme, the company's sales and marketing department will try to improve the scheme, and then promote it throughout the company. This platform can not only reduce the gap between superiors and subordinates, but also improve the enthusiasm of employees. Second, in the process of formulating performance management plans, we should pay attention to the participation of employees, so that we can not only implement the new program. The new performance management system is mainly targeted at department heads and employees within the department, and the implementation is carried out jointly by the company's top management and personnel departments.
At present, the small and medium-sized enterprises usually encounter the situation that the internal management system lags behind and does not match the current action mode of the enterprise after passing through the start-up period and entering the development period. Solving problems in system has certain reference value.
【學位授予單位】：蘭州大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F49;F272.92

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本文編號：2213547