【摘要】：近年來，隨著新媒體的迅猛發(fā)展，對(duì)傳統(tǒng)的平面媒體造成了很大的沖擊，在新媒體不斷加大瓜分傳統(tǒng)媒體廣告份額的情況下，行業(yè)報(bào)紙面臨著嚴(yán)峻的生存壓力和巨大挑戰(zhàn)。這就要求平面媒體一方面要加快向網(wǎng)絡(luò)媒體的轉(zhuǎn)型，另一方面要加強(qiáng)內(nèi)部管理，提升自身的管理水平，通過績(jī)效考核來提高員工的績(jī)效，從而提高報(bào)社的經(jīng)濟(jì)效益。 績(jī)效考核是人員激勵(lì)的手段。通過績(jī)效考核，把員工聘用、職務(wù)升降、培訓(xùn)發(fā)展、勞動(dòng)薪酬相結(jié)合，使得企業(yè)激勵(lì)機(jī)制得到充分運(yùn)用，并對(duì)現(xiàn)實(shí)工作做出適時(shí)和全面的評(píng)價(jià)，便于查找工作中的薄弱環(huán)節(jié)，發(fā)現(xiàn)與現(xiàn)實(shí)要求的差距，保持企業(yè)的持續(xù)發(fā)展和個(gè)人的不斷進(jìn)步。 W報(bào)社是個(gè)典型的知識(shí)型員工單位，原有的績(jī)效考核體系已實(shí)施了多年，有很多地方已經(jīng)不適應(yīng)現(xiàn)在的競(jìng)爭(zhēng)環(huán)境了，起不到激勵(lì)知識(shí)型員工的作用了，這就導(dǎo)致員工積極性不高，骨干員工流失嚴(yán)重，報(bào)社缺乏創(chuàng)新性，阻礙了報(bào)社的發(fā)展。本文從知識(shí)型員工、績(jī)效管理和激勵(lì)理論入手，對(duì)W報(bào)社績(jī)效考核體系的現(xiàn)狀進(jìn)行了診斷和分析，著重細(xì)化和分解每個(gè)崗位的關(guān)鍵績(jī)效考核指標(biāo)，并將每個(gè)員工的個(gè)人績(jī)效與報(bào)社績(jī)效緊密聯(lián)系起來，重新優(yōu)化和完善了績(jī)效考核體系。經(jīng)過一段時(shí)間的試行后，員工開始在工作中主動(dòng)從讀者和客戶的需要出發(fā)，深度挖掘新聞，積極策劃選題，采取多種營銷手段，提高了報(bào)紙的影響力和競(jìng)爭(zhēng)力，最終幫助報(bào)社完成了經(jīng)營目標(biāo)。 本文通過對(duì)W報(bào)社績(jī)效考核體系的設(shè)計(jì)、優(yōu)化和實(shí)施，以此求證科學(xué)有效的績(jī)效考核體系能夠促進(jìn)企業(yè)內(nèi)部管理水平提高，，員工個(gè)人績(jī)效提升，對(duì)企業(yè)實(shí)現(xiàn)戰(zhàn)略目標(biāo)具有廣泛意義。
[Abstract]:In recent years, with the rapid development of new media, it has caused a great impact on the traditional print media. Under the new media constantly increasing the share of traditional media advertising, industry newspapers are facing severe survival pressure and huge challenges. This requires print media to speed up the transition to network media on the one hand, on the other hand, to strengthen internal management, improve their own management level, through performance appraisal to improve staff performance, thereby improving newspaper economic benefits. Performance appraisal is the means of staff motivation. Through the performance appraisal, the employee employment, the duty promotion, the training development, the labor salary union, causes the enterprise incentive mechanism to get the full use, and makes the timely and comprehensive appraisal to the reality work, easy to look up the weak link in the work, Find the gap with the actual requirements, maintain the continuous development of the enterprise and personal progress. W newspaper is a typical knowledge worker unit, the original performance appraisal system has been implemented for many years, there are many places can no longer adapt to the current competitive environment, do not play the role of encouraging knowledge workers, This leads to low staff enthusiasm, serious loss of backbone staff, lack of innovative newspaper, hindered the development of the newspaper. This paper starts with the theory of knowledge workers, performance management and motivation, diagnoses and analyzes the current situation of W newspaper's performance appraisal system, focusing on the refinement and decomposition of the key performance evaluation indicators of each post. And the personal performance of each employee and newspaper performance are closely linked to optimize and improve the performance appraisal system. After a period of trial, employees began to take the initiative in their work from the needs of readers and customers, to dig the news in depth, to actively plan topics, to adopt various marketing methods, and to improve the influence and competitiveness of newspapers. In the end, it helped the newspaper achieve its business objectives. Through the design, optimization and implementation of W newspaper's performance appraisal system, this paper proves that the scientific and effective performance appraisal system can promote the improvement of internal management level and the personal performance of employees. It is of great significance for enterprises to achieve their strategic goals.
【學(xué)位授予單位】：電子科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：G211;F272.92

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