本文選題：建筑裝飾 + 績效考核��； 參考：《湘潭大學(xué)》2013年碩士論文

【摘要】：隨著知識經(jīng)濟(jì)時代的到來，企業(yè)的競爭實(shí)質(zhì)逐漸演變?yōu)閷θ瞬诺母偁�。人力資源作為第一資源，是組織最重要的資產(chǎn)，日益受到組織的重視。人力資源管理已成為現(xiàn)代企業(yè)管理的核心內(nèi)容。任何一個組織都必須改進(jìn)和提升人力資源管理水平，做到選好人、用好人、育好人、留好人，才能從根本上創(chuàng)造和保持組織的竟?fàn)巸?yōu)勢。而作為人力資源管理的重要組成部分之一，績效管理是組織提升人力資源管理水平的關(guān)鍵環(huán)節(jié)�？冃Э己俗鳛槿肆Y源管理中最核心的環(huán)節(jié)，是改進(jìn)員工績效和提高企業(yè)績效的重要工具。因此，設(shè)計(jì)一套科學(xué)合理的人力資源績效考核體系對企業(yè)的生存和發(fā)展至關(guān)重要。 本文在國內(nèi)外理論研究的基礎(chǔ)上，參考當(dāng)前績效考核的研究成果，理論結(jié)合實(shí)際，對浙江視博建筑裝飾公司的績效考核體系進(jìn)行調(diào)查分析，針對其體系中存在的問題展開研究，指出其績效考核體系中存在的不足，重新設(shè)計(jì)績效考核方案，并提出方案實(shí)施的保障措施，形成一個較為完整的方案。 通過文章的研究，基本建立了浙江視博建筑裝飾公司的績效考核體系，，可以為建筑裝飾企業(yè)的績效優(yōu)化提供先例與參考，具有一定的典型意義。
[Abstract]:With the arrival of the knowledge economy era, the essence of enterprise competition has gradually evolved into the competition for talents. As the first resource, human resource is the most important asset of the organization, and is paid more and more attention by the organization. Human resource management has become the core content of modern enterprise management. Any organization must improve and improve the level of human resources management, so as to select good people, use good people, educate good people, and retain good people, so as to create and maintain the competitive advantage of the organization fundamentally. As one of the important components of human resource management, performance management is the key link to improve the level of human resource management. As the core of human resource management, performance appraisal is an important tool to improve employee performance and enterprise performance. Therefore, designing a set of scientific and reasonable human resource performance appraisal system is very important for the survival and development of enterprises. On the basis of theoretical research at home and abroad, referring to the current research results of performance appraisal and combining theory with practice, this paper investigates and analyzes the performance appraisal system of Zhejiang Shibo Architectural Decoration Company, and studies the existing problems in its system. This paper points out the shortcomings in the performance appraisal system, redesigns the performance appraisal scheme, and puts forward the safeguard measures for the implementation of the scheme to form a relatively complete scheme. Through the research of this paper, the performance evaluation system of Zhejiang Shibo Architectural Decoration Company is established, which can provide precedent and reference for the performance optimization of architectural decoration enterprises, and has certain typical significance.
【學(xué)位授予單位】：湘潭大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F426.92

【參考文獻(xiàn)】

相關(guān)期刊論文 前4條

1 陳敏,馬東曉,易樹平,喬勝普,向東;基于工作分析的績效考核體系研究[J];工業(yè)工程與管理;2003年05期

2 李殿軍;論知識經(jīng)濟(jì)與人力資源的開發(fā)和管理[J];經(jīng)濟(jì)師;2003年05期

3 武欣;張德;;人力資源管理的“行為化”趨勢[J];科學(xué)學(xué)與科學(xué)技術(shù)管理;2005年12期

4 姚偉民;;中小企業(yè)如何建立人力資源績效考核體系[J];商場現(xiàn)代化;2007年29期

本文編號：1958766