本文選題：雜志社 + 年終考核　； 參考：《吉林大學(xué)》2012年碩士論文

【摘要】：A雜志社由原來的事業(yè)單位改制成為企業(yè)，其企業(yè)化改革不可避免。在建立現(xiàn)代企業(yè)制度下，雜志社結(jié)合工作實際，在生產(chǎn)的各個環(huán)節(jié)都進(jìn)行了所有制結(jié)構(gòu)調(diào)整，在對員工的年終考核項目上逐漸實施了績效管理。通過業(yè)績考評來體現(xiàn)員工的個體工作效率，激勵員工的工作積極性，促進(jìn)團(tuán)隊合作，引導(dǎo)員工重視工作技能的增長和能力的提升。 年終考核項目中的績效管理主要遵循了業(yè)績優(yōu)先原則、績效導(dǎo)向原則、動態(tài)管理原則、獎懲結(jié)合原則等�？冃Э己说男匠攴峙涔芾碇饕曰A(chǔ)薪酬為基礎(chǔ)，效益薪酬為浮動的薪酬分配方式，其比例分別為60%和40%。即每月預(yù)發(fā)基礎(chǔ)薪酬，年終根據(jù)雜志社全年效益情況、人事變動情況、新調(diào)整的管理方案、年終總數(shù)、個人全年出勤情況、完成的個人業(yè)績、各崗位目標(biāo)管理方案等，按其崗位薪酬計算辦法測算出全年的年薪，減去12個月已發(fā)放的基礎(chǔ)薪酬，所得就是效益薪酬。一次性發(fā)放，有增有減，根據(jù)個人業(yè)績不同薪酬會有不同。 績效考核優(yōu)秀的員工不僅在年終考核后會獲得豐厚的獎金激勵，而且還有提職晉升的機(jī)會。 雜志社績效考核及薪酬兌現(xiàn)辦法，其中包括對員工的思想品質(zhì)考核、各崗位員工的業(yè)績目標(biāo)考核、員工出勤管理等一系列管理辦法及考核方案。 其中業(yè)績目標(biāo)考核包括對雜志社編輯部主任、美術(shù)編輯、文字編輯、廣告業(yè)務(wù)員、發(fā)行人員、排版人員、司機(jī)等各個崗位進(jìn)行了量化的標(biāo)準(zhǔn)化制定。 因為考核的側(cè)重點不同，各工種考核得分所占的比例也各不相同。最后綜合考評結(jié)果，得出員工的最終得分，為員工全年的績效薪酬的發(fā)放提供數(shù)字化依據(jù)。 這一最終考核結(jié)果的得出，為管理者全面掌握員工工作情況，加強單位的行政管理提供了有力的依據(jù)�？冃Э己说膶嵤┮矠楦咝Ч芾硖峁┝俗詈玫闹贫纫劳�。兩者相輔相成，互相影響，互相作用。 所以說，績效管理就像一根指揮棒，作為引導(dǎo)員工方向的發(fā)動機(jī)。指引著員工朝向企業(yè)要求的方向前進(jìn)，而更重要的核心是要保證員工在按要求方向前進(jìn)時，不斷給予正確的指引。所以績效考核的目的是通過對員工的考核和評價，提高每名員工的個體工作效率，最終實現(xiàn)企業(yè)管理的目標(biāo)，達(dá)到企業(yè)效益最大化。 一個良性的績效薪酬激勵體系不僅將員工的年終考核項目具體化，具有可操作性和可實施性，也會極大地調(diào)動全體員工的工作積極性，更是企業(yè)以人為本的體現(xiàn)。這樣，員工不僅目標(biāo)明確，可以增長技能、提升能力，更能使個體潛力得以充分發(fā)揮。員工會通過考核體驗到被認(rèn)同和自豪感，更增強了對工作的滿意度，對單位的責(zé)任感�？冃Ч芾硗ㄟ^把每一名員工的工作與集體的整體命運聯(lián)系在一起，強化了單位的整體經(jīng)營目標(biāo)。對員工的工作效果進(jìn)行量化考核，，會逐漸形成以薪酬和效益為衡量準(zhǔn)則的現(xiàn)代企業(yè)工資制度，不僅是現(xiàn)代企業(yè)人力資源管理的需要，更是建立現(xiàn)代企業(yè)制度的必然要求。
[Abstract]:In the establishment of the modern enterprise system , the enterprise reform is inevitable . Under the establishment of the modern enterprise system , the enterprise reform is inevitable . In the establishment of the modern enterprise system , the ownership structure adjustment is carried out in every link of production , and the performance management is gradually implemented on the year - end examination project of the employee . Through the performance appraisal , the employee ' s individual working efficiency is reflected , the employee ' s enthusiasm is stimulated , the team cooperation is promoted , and the staff is guided to pay attention to the growth of the work skills and the promotion of the ability .

Performance management mainly follows performance priority principle , performance guidance principle , dynamic management principle , reward and punishment combination principle , etc .

The excellent staff not only will receive generous bonus incentives after year - end assessment , but also have the opportunity to promote promotion .

The performance appraisal and the compensation method of the magazine include a series of management methods and appraisal schemes for the employee ' s thought quality assessment , the performance goal assessment for each position employee , employee attendance management , etc .

Among them , the performance objective assessment includes standardized formulation of various posts such as director of editorial department of magazine , art editor , word editor , advertisement salesman , issuer , typesetting person , driver and so on .

Because the focus of the appraisal is different , the proportion of all kinds of examination scores is different . At last , the final score of the employee is obtained , which provides the digital basis for the employee ' s performance pay throughout the year .

As a result of the final assessment , it provides a powerful basis for managers to fully master the staff ' s work situation and strengthen the administrative management of the unit . The implementation of the performance appraisal also provides the best system for efficient management . Both of them complement each other and interact with each other .

Therefore , the performance management is like a baton , as an engine to guide the employee ' s direction . It guides the employee to advance toward the direction of the enterprise , and the more important core is to ensure that the employee continuously gives the correct guidance when advancing in the demand direction . Therefore , the purpose of the performance appraisal is to improve the individual working efficiency of each employee through the appraisal and evaluation of the employee , and finally realize the goal of the enterprise management and maximize the enterprise benefit .

A benign performance salary incentive system not only embodies the employee ' s year - end assessment project , has operability and enforceability , but also greatly mobilizes the employee ' s enthusiasm , and is more people - oriented . The employee can realize the overall management objective of the unit by checking the employee ' s work with the overall destiny of the group . The employee ' s performance management will gradually form the modern enterprise wage system with the compensation and benefit as the measurement criterion , not only the need of the modern enterprise human resources management , but also the inevitable requirement of establishing the modern enterprise system .

【學(xué)位授予單位】：吉林大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：G231

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