本文關(guān)鍵詞： 員工績(jī)效 考核 體系 研究　出處：《內(nèi)蒙古大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：在現(xiàn)代企業(yè)管理之中,人力資源管理戰(zhàn)略是績(jī)效考核的一項(xiàng)重要內(nèi)容,是公司的戰(zhàn)略目標(biāo)和組織目標(biāo)實(shí)現(xiàn)的有效途徑,并能夠促進(jìn)員工的績(jī)效改進(jìn)。其在企業(yè)管理中的作用日益受到重視,并逐漸開始被許多企業(yè)利用�，F(xiàn)在形成了關(guān)于績(jī)效考核的更多的理論和方法。企業(yè)實(shí)施績(jī)效考核工作的關(guān)鍵環(huán)節(jié)是如何結(jié)合企業(yè)的實(shí)際情況,制定有效的企業(yè)績(jī)效考核系統(tǒng)開發(fā)�，F(xiàn)代企業(yè)正在實(shí)施或準(zhǔn)備進(jìn)行的管理措施就是運(yùn)用適合企業(yè)自身的績(jī)效考核。但績(jī)效考核具有兩面性,利用的科學(xué)合理,將促進(jìn)企業(yè)的發(fā)展與進(jìn)步,對(duì)企業(yè)與企業(yè)員工的成長(zhǎng)都會(huì)有很強(qiáng)的促進(jìn)作用；而績(jī)效考核的實(shí)際使用情況不適合將適得其反,造成負(fù)面影響的公司,對(duì)員工起到負(fù)面的作用,甚至引起混亂。 隨著現(xiàn)代企業(yè)管理知識(shí)的推廣,以及在現(xiàn)代化大型企業(yè)中運(yùn)用績(jī)效考核制度所取得效果,S公司的管理層開始注重績(jī)效考核在業(yè)務(wù)管理的作用,公司制訂了績(jī)效考核方案并付諸實(shí)施。但與科學(xué)的現(xiàn)代績(jī)效考核相比,還有一定差距。本文在對(duì)人力資源績(jī)效考核的理論和方法進(jìn)行探討之后,對(duì)S公司目前績(jī)效考核存在的問題進(jìn)行研究,從本公司的實(shí)際情況出發(fā),把績(jī)效考核體系構(gòu)建起來,進(jìn)而進(jìn)行績(jī)效考核,把員工工作的積極性和主動(dòng)性以及創(chuàng)造性提高上來,從而使企業(yè)在激烈的市場(chǎng)競(jìng)爭(zhēng)中,抓住機(jī)遇,站穩(wěn)腳跟,把公司的業(yè)績(jī)和管理水平提高上來,推動(dòng)公司向前發(fā)展。
[Abstract]:In modern enterprise management, human resource management strategy is an important part of performance appraisal, and an effective way to realize the strategic and organizational goals of the company. And can promote employee performance improvement. Its role in enterprise management has been paid more and more attention. And gradually began to be used by many enterprises. Now more theories and methods on performance appraisal have been formed. The key link of enterprise performance appraisal is how to combine the actual situation of the enterprise. To develop an effective enterprise performance appraisal system. The management measure that modern enterprise is carrying out or preparing to carry out is to apply the performance appraisal suitable for the enterprise itself, but the performance appraisal has two sides, and the utilization is scientific and reasonable. It will promote the development and progress of enterprises, and will have a very strong promoting effect on the growth of enterprises and employees; and the actual use of performance appraisal is not suitable for companies that will be counterproductive and have a negative impact on their employees. It even caused confusion. With the popularization of modern enterprise management knowledge and the effect of applying the performance appraisal system in modern large enterprises, the management of S Company began to pay attention to the role of performance appraisal in business management. The company has formulated the performance appraisal plan and put it into practice. But compared with the scientific modern performance appraisal, there is still a certain gap. This paper discusses the theory and method of human resources performance appraisal. This paper studies the problems existing in the performance appraisal of S Company, starting from the actual situation of the company, constructs the performance appraisal system, and then carries on the performance appraisal, improves the staff's enthusiasm, initiative and creativity in the work. In order to make enterprises in the fierce market competition, seize the opportunity, stand firm, improve the company's performance and management level, promote the development of the company.
【學(xué)位授予單位】：內(nèi)蒙古大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F426.92

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