本文選題：績效考評 + 績效考評方案��； 參考：《大連理工大學》2006年碩士論文

【摘要】：中國的廣告行業(yè)作為經濟發(fā)展的風向標，隨著近年來中國經濟的騰飛發(fā)展迅速。隨著市場規(guī)范程度不斷加強以及與跨國廣告集團之間爭奪市場和客戶的競爭愈發(fā)嚴峻，廣告人才的競爭也隨之加劇。因此，人力資源管理成為企業(yè)競爭優(yōu)勢的核心�？冃Э荚u作為績效管理的重要環(huán)節(jié)，是增強企業(yè)凝聚力、樹立團隊意識、持續(xù)改進員工績效的有力工具；是企業(yè)實現(xiàn)其戰(zhàn)略目標、戰(zhàn)略體系的過程進行控制的一種重要機制�？冃Э荚u是指運用一套系統(tǒng)的科學的規(guī)范、程序和方法，對組織成員的工作狀況和工作結果進行的、以事實為依據(jù)的考核和評價。而合理科學的考評方案是績效考評發(fā)揮積極作用的關鍵。 本文的研究對象T公司是一家以戶外廣告為主營業(yè)務的企業(yè)，，其原有的績效考評方案已經不能夠適應企業(yè)戰(zhàn)略發(fā)展的需要，存在著很多的問題。為此，本文沿著提出問題、分析問題、解決問題的邏輯思維脈絡，運用統(tǒng)計分析和實證研究相結合的研究方法，提出并分析了T公司績效考評方案存在的問題；然后結合經典管理理論——目標管理，以及目前被廣泛應用的系統(tǒng)考評技術—關鍵績效指標考評，對公司績效考評方案進行了再設計。 希望通過對績效考評方案的研究與再設計，對公司員工的績效進行客觀公正的評價，激勵員工改善績效、自我發(fā)展，促進企業(yè)的業(yè)績提升，同時使企業(yè)的人力資源管理更加完善。
[Abstract]:As the vane of economic development, China's advertising industry has developed rapidly in recent years with the rapid development of China's economy. As the standard of the market is constantly strengthened and the competition for the market and customers is becoming more and more severe with the transnational advertising groups, the competition of advertising talents is aggravated. Therefore, the management of human resources has become the competitive advantage of the enterprise. As an important part of performance management, performance evaluation is a powerful tool for enhancing enterprise cohesion, establishing team consciousness and improving employee performance. It is an important mechanism for the enterprise to realize its strategic goal and control the process of the strategic system. Performance evaluation refers to the use of a set of systematic scientific norms, procedures and methods. The assessment and evaluation of the working conditions and results of the members of the organization are based on the facts, and a reasonable and scientific evaluation scheme is the key to the positive role of performance evaluation.
The research object of this article, T company, is a business based on outdoor advertising, and its original performance evaluation scheme has not been able to adapt to the needs of the strategic development of the enterprise, and there are many problems. Therefore, this article follows the problems, analyses the problems, solve the logical thread of the problem, and makes use of statistical analysis and empirical research. According to the research method, this paper puts forward and analyzes the problems in the performance evaluation scheme of T company, and then combines the classic management theory, the target management, and the critical performance evaluation of the system evaluation technology, which is widely used at present, and makes a re plan to the company performance evaluation scheme.
It is hoped that through the research and redesign of the performance evaluation scheme, the performance of the employees will be evaluated objectively and impartially, and the employees will be encouraged to improve their performance, develop themselves, promote the performance of the enterprises and improve the management of human resources.

【學位授予單位】：大連理工大學
【學位級別】：碩士
【學位授予年份】：2006
【分類號】：F272.92

【引證文獻】

相關碩士學位論文 前3條

1 吳麗燕;H公司績效考核方案分析[D];華北電力大學（北京）;2008年

2 金晶;凱斯機械公司戰(zhàn)略轉型過程中的薪酬管理問題研究[D];吉林大學;2012年

3 林U

本文編號：1797020