本文關(guān)鍵詞： 員工績效 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)略是績效考核的一項重要內(nèi)容,是公司的戰(zhàn)略目標和組織目標實現(xiàn)的有效途徑,并能夠促進員工的績效改進。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。現(xiàn)在形成了關(guān)于績效考核的更多的理論和方法。企業(yè)實施績效考核工作的關(guān)鍵環(huán)節(jié)是如何結(jié)合企業(yè)的實際情況,制定有效的企業(yè)績效考核系統(tǒng)開發(fā)�，F(xiàn)代企業(yè)正在實施或準備進行的管理措施就是運用適合企業(yè)自身的績效考核。但績效考核具有兩面性,利用的科學(xué)合理,將促進企業(yè)的發(fā)展與進步,對企業(yè)與企業(yè)員工的成長都會有很強的促進作用；而績效考核的實際使用情況不適合將適得其反,造成負面影響的公司,對員工起到負面的作用,甚至引起混亂。 隨著現(xiàn)代企業(yè)管理知識的推廣,以及在現(xiàn)代化大型企業(yè)中運用績效考核制度所取得效果,S公司的管理層開始注重績效考核在業(yè)務(wù)管理的作用,公司制訂了績效考核方案并付諸實施。但與科學(xué)的現(xiàn)代績效考核相比,還有一定差距。本文在對人力資源績效考核的理論和方法進行探討之后,對S公司目前績效考核存在的問題進行研究,從本公司的實際情況出發(fā),把績效考核體系構(gòu)建起來,進而進行績效考核,把員工工作的積極性和主動性以及創(chuàng)造性提高上來,從而使企業(yè)在激烈的市場競爭中,抓住機遇,站穩(wěn)腳跟,把公司的業(yè)績和管理水平提高上來,推動公司向前發(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)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F426.92

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