【摘要】：隨著經(jīng)濟(jì)全球化的發(fā)展，企業(yè)間的競(jìng)爭(zhēng)越來越激烈，并逐漸升級(jí)為人才的競(jìng)爭(zhēng)。高素質(zhì)的人才慢慢成為企業(yè)最重要的資產(chǎn)。因此，，在企業(yè)管理中，人力資源的管理逐漸成為企業(yè)管理的核心，而績(jī)效考核作為其重要的組成部分，是提高企業(yè)和員工工作績(jī)效的重要工具，因此，設(shè)計(jì)一套科學(xué)合理的績(jī)效考評(píng)體系，將對(duì)企業(yè)的文化的形成以及企業(yè)能否持續(xù)、穩(wěn)定、健康的發(fā)展發(fā)揮著愈來愈重要的作用。 本文以升達(dá)裝飾公司為樣本，結(jié)合其當(dāng)前的員工績(jī)效考核方式，通過收集資料、現(xiàn)場(chǎng)調(diào)查、文獻(xiàn)分析等方法，對(duì)升達(dá)裝飾公司的內(nèi)部具體情況及公司現(xiàn)行的績(jī)效考核體制現(xiàn)狀進(jìn)行調(diào)查分析，分析了公司內(nèi)部現(xiàn)存的績(jī)效考核工作存在的問題。文章運(yùn)用KPI、360理論，提出了對(duì)于原先績(jī)效考核方案的優(yōu)化方案，并對(duì)績(jī)效考核的流暢、原則及實(shí)施的保證措施進(jìn)行了設(shè)計(jì)。新的績(jī)效考核體系能夠?qū)ζ髽I(yè)的員工實(shí)際情況有更全面的展示，可以提高員工的工作熱情，調(diào)動(dòng)其工作積極性，從而減少工作人員的過高流動(dòng)率，促進(jìn)企業(yè)績(jī)效管理水平的提升，對(duì)于保證企業(yè)的競(jìng)爭(zhēng)力可持續(xù)發(fā)展有重要的意義。 同時(shí)，也希望通過對(duì)升達(dá)公司績(jī)效考核體系的研究，為建筑裝修行業(yè)內(nèi)的績(jī)效考核體系提供有益的參考。
[Abstract]:With the development of economic globalization, the competition among enterprises is becoming more and more fierce and gradually upgraded to the competition of talents. High quality talents have gradually become the most important assets of enterprises. Therefore, in the management of enterprises, the management of human resources has gradually become the core of enterprise management, and performance assessment is an important part of the enterprise, and it is to improve the enterprise and the enterprise. Therefore, the design of a scientific and reasonable performance evaluation system will play an increasingly important role in the formation of the enterprise culture and the sustainable, stable and healthy development of the enterprise.
This article takes Shengda decoration company as a sample, combined with its current employee performance evaluation method, through collecting data, field investigation, literature analysis and other methods, the internal specific situation of Shengda decoration company and the current performance appraisal system of the company are investigated and analyzed, and the existing problems in the performance appraisal work in the company are analyzed. Using KPI and 360 theory, the article puts forward the optimization scheme for the original performance assessment scheme, and designs the smooth performance assessment, the principle and the implementation guarantee measures. The new performance evaluation system can have a more comprehensive display of the actual situation of the employees, and can improve the enthusiasm of the employees and mobilize their enthusiasm for work. In order to reduce the excessive turnover rate of staff and promote the improvement of performance management level, it is of great significance to ensure the sustainable development of enterprises' competitiveness.
At the same time, it also hopes to provide a useful reference for the performance appraisal system in the building decoration industry by studying the performance appraisal system of Shengda company.
【學(xué)位授予單位】：河北工業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F426.92

【參考文獻(xiàn)】

相關(guān)期刊論文 前2條

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

2 何琪;;從績(jī)效考核到績(jī)效管理:人力資源管理理念的發(fā)展[J];社會(huì)科學(xué)論壇(學(xué)術(shù)研究卷);2007年04期

本文編號(hào)：2133570