【摘要】：隨著我國企業(yè)之間競爭的加劇,績效管理日益成為企業(yè)人力資源管理的重要手段,它有助于提高企業(yè)持續(xù)創(chuàng)造績效的能力。但績效管理在我國企業(yè)的實施過程中還存在諸多問題,對績效管理缺乏科學(xué)認(rèn)識、績效管理體系構(gòu)建不完善、績效考核流于形式、只重視績效管理的結(jié)果不重視管理過程等問題頻出,資興移動公司同樣面臨績效管理體系的改進(jìn)與優(yōu)化問題。 本文基于系統(tǒng)性的研究視角,運用人力資源管理中的績效管理理論和相關(guān)激勵理論,在對資興移動公司現(xiàn)行的績效管理體系分析的基礎(chǔ)上,利用人力資源管理的專業(yè)知識對該公司的績效管理體系提出了相應(yīng)的優(yōu)化對策,并以資興移動公司作為實證分析的對象,從聘用專業(yè)的人力資源管理人員、構(gòu)建對話機制、重視管理人員的理念導(dǎo)入、完善公司的工作與管理流程四個方面入手,對優(yōu)化后的績效管理體系的實施提出相應(yīng)的保障措施,以促進(jìn)新體系的順利實施與執(zhí)行,提升公司全面績效管理的水平。
[Abstract]:With the intensification of competition among enterprises in China, performance management has become an important means of human resource management, and it helps to improve the ability of enterprises to create performance continuously. However, there are still many problems in the implementation of performance management in Chinese enterprises. The lack of scientific understanding of performance management, the imperfect construction of performance management system, and the formality of performance appraisal. Only pay attention to the results of performance management and not pay attention to the management process and so on. ZTE Mobile Company is also faced with the improvement and optimization of performance management system. Based on the systematic research perspective, this paper makes use of the performance management theory and related incentive theory in human resources management, based on the analysis of the current performance management system of Zixing Mobile Company. Using the professional knowledge of human resources management, this paper puts forward the corresponding optimization countermeasures to the performance management system of the company, and takes Zixing Mobile Company as the object of empirical analysis, and constructs the dialogue mechanism by employing professional human resources management personnel, and taking Zhe Xing Mobile Company as the object of empirical analysis. In order to promote the smooth implementation and implementation of the new system, we should attach importance to the introduction of the idea of managers, perfect the work and management process of the company, and put forward the corresponding safeguard measures for the implementation of the optimized performance management system in order to promote the smooth implementation and implementation of the new system. Improve the level of overall performance management of the company.
【學(xué)位授予單位】：中南大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：F272.92;F626

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