【摘要】：績(jī)效考核是企業(yè)為了實(shí)現(xiàn)生產(chǎn)經(jīng)營(yíng)目的,運(yùn)用特定的標(biāo)準(zhǔn)和指標(biāo),采取科學(xué)的方法,對(duì)承擔(dān)生產(chǎn)經(jīng)營(yíng)過(guò)程及結(jié)果的各級(jí)管理人員完成指定任務(wù)的工作實(shí)績(jī)和由此帶來(lái)的諸多效果做出價(jià)值判斷的過(guò)程�？�(jī)效考核在現(xiàn)代企業(yè)運(yùn)營(yíng)管理中的地位越來(lái)越重要,但往往又是許多企業(yè)人力資源管理中薄弱的一環(huán)。因此,加強(qiáng)對(duì)企業(yè)員工績(jī)效考核問(wèn)題研究,對(duì)于提高企業(yè)管理水平具有重要現(xiàn)實(shí)意義。 本文根據(jù)HF廣告公司員工績(jī)效考核的現(xiàn)狀和問(wèn)題,利用人力資源管理和績(jī)效考核的相關(guān)理論,結(jié)合廣告公司的業(yè)務(wù)和服務(wù)對(duì)象的特殊性,力圖設(shè)計(jì)一套符合HF廣告公司特點(diǎn)的績(jī)效考核系統(tǒng),完善HF公司的薪酬方案,以期調(diào)動(dòng)公司員工的積極性,促進(jìn)該公司的健康快速發(fā)展。 本文根據(jù)HF廣告公司在發(fā)展中出現(xiàn)的新情況和新問(wèn)題作為研究的出發(fā)點(diǎn),按照提出問(wèn)題,分析和解決問(wèn)題的邏輯思路,對(duì)HF廣告公司員工績(jī)效考核體系問(wèn)題,進(jìn)行了系統(tǒng)研究和設(shè)計(jì)。首先,介紹了員工績(jī)效考核的相關(guān)理論。其次,分析了HF廣告公司員工績(jī)效考核的現(xiàn)狀和問(wèn)題。然后,運(yùn)用現(xiàn)代人力資源管理中績(jī)效考核和薪酬激勵(lì)等相關(guān)理論,借鑒國(guó)內(nèi)外廣告業(yè)的管理經(jīng)驗(yàn),結(jié)合HF廣告公司的績(jī)效考核方面存在的各種問(wèn)題,對(duì)HF廣告公司員工績(jī)效考核體系的相關(guān)問(wèn)題進(jìn)行了系統(tǒng)研究和設(shè)計(jì)。諸如考核的目的、原則、對(duì)象及主體重新進(jìn)行了確認(rèn),對(duì)考核的內(nèi)容、指標(biāo)、權(quán)重進(jìn)行了較為科學(xué)的論證和確定,重新構(gòu)建了新的績(jī)效考核結(jié)構(gòu)模型,設(shè)計(jì)了新的績(jī)效考核流程等等。最后,對(duì)HF廣告公司新績(jī)效考核系統(tǒng)進(jìn)行了評(píng)析,提出了進(jìn)一步的改進(jìn)計(jì)劃。 總之,本研究設(shè)計(jì)對(duì)HF廣告公司的原績(jī)效考核體系做了一定的優(yōu)化和改進(jìn),使HF廣告公司員工績(jī)效考核體系原來(lái)存在的考核對(duì)象單一,考核指標(biāo)粗放、考核衡量標(biāo)準(zhǔn)和監(jiān)控制度缺失的問(wèn)題,得到了一定程度的改善。對(duì)于調(diào)動(dòng)員工的積極性和提升公司的整體績(jī)效,產(chǎn)生了積極的效果。相信對(duì)同類行業(yè)的績(jī)效考核體系改進(jìn)和完善,具有一定的參考和借鑒作用。
[Abstract]:In order to realize the purpose of production and management, performance appraisal is to adopt scientific methods by using specific standards and indicators. The process of making a value judgment on the work performance of the managers at all levels who are responsible for the production and operation process and the results of the assigned tasks and the resulting effects. Performance appraisal plays a more and more important role in modern enterprise operation management, but it is often a weak link in human resource management of many enterprises. Therefore, it is of practical significance to improve the management level of enterprises by strengthening the research on employee performance evaluation. According to the current situation and problems of employee performance appraisal in HF advertising company, this paper makes use of the relevant theories of human resource management and performance appraisal, and combines the particularity of advertising company's business and service object. This paper tries to design a performance appraisal system which accords with the characteristics of HF advertising company and perfect the compensation scheme of HF Company in order to arouse the enthusiasm of the employees and promote the healthy and rapid development of the company. According to the new situation and new problems in the development of HF advertising company as the starting point of the research, according to the logical thinking of putting forward problems, analyzing and solving the problems, this paper discusses the performance appraisal system of HF advertising companies. Systematic research and design are carried out. First of all, the related theory of employee performance appraisal is introduced. Secondly, the paper analyzes the current situation and problems of employee performance appraisal in HF advertising company. Then, using the relevant theories of performance appraisal and salary incentive in modern human resource management, drawing lessons from the management experience of the advertising industry at home and abroad, combining with the various problems existing in the performance appraisal of HF advertising company. This paper systematically studies and designs the performance appraisal system of HF advertising company. For example, the purpose, principle, object and subject of the assessment are reconfirmed, the content, index and weight of the assessment are scientifically demonstrated and determined, and a new performance appraisal structure model is constructed. Designed a new performance appraisal process and so on. Finally, the new performance appraisal system of HF advertising company is evaluated, and further improvement plan is put forward. In a word, this research design has made certain optimization and improvement to the original performance appraisal system of HF advertising company, which makes the former performance appraisal system of HF advertising company have single appraisal object and extensive appraisal index. The lack of evaluation standards and monitoring system has improved to a certain extent. To mobilize the enthusiasm of employees and improve the overall performance of the company, have a positive effect. It is believed that the improvement and perfection of the performance appraisal system of the same industry has certain reference and reference function.
【學(xué)位授予單位】：鄭州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2011
【分類號(hào)】：F272.92;F713.8

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本文編號(hào)：2231859