厦门佰乐服务有限公司绩效考核体系优化及应用

发布时间：2018-08-24 11:19

【摘要】：面对激烈的市场竞争环境，，企业要想保持竞争优势，说到底是拥有一支有竞争力的优秀团队，那么，有效的人力资源管理，吸引、培养、留住优秀人才便是企业提升自身竞争力的重要途径。企业人力资源管理的重点部分是对员工绩效管理，而绩效考核是关键性的一个环节，它在实现企业目标战略方面，起到不可替代的作用。很多企业面临的诸多难题中，其中之一便是如何设计一套行之有效的绩效考核体系。本文从A公司目前面临的管理瓶颈入手，深入分析了其绩效考核现状，发现该公司在绩效考核上存在的问题时对于绩效考核结果的应用非常单一，仅仅作为薪资分配的一种工具，考核形式简单，流程不合理，缺乏绩效反馈、绩效改进等关键环节，绩效考核不成体系。对于该公司存在的绩效考核方面的问题，本文对绩效考核制度进行优化设计，重新定位该公司绩效考核的目的，拓展绩效考核结果的应用领域，提高员工的工作绩效，帮助实现企业近期及远期的战略目标。本文设计的考核体系由实施考核前的准备，考核过程中的实施，分析考核后的结果，不断改进绩效以及对结果进行充分的应用等五个环节组成。这一套体系在初步实施过程中取得了良好的成效，初步达成公司管理层预期设定的目标，员工的工作绩效得到了显著的提升。绩效考核体系，它的建立和设计是一项复杂而且繁琐的工程，很多企业对其一直还处于探索阶段，尤其是对于销售型企业来说，在考核过程中总会存在着一些问题。因此，本文以A公司为例，试图寻找一套符合我国大多数同类企业又具有较强操作性的绩效考核方法。
[Abstract]:In the face of fierce market competition environment, if an enterprise wants to maintain its competitive advantage, it is ultimately to have a competitive and excellent team, then effective human resources management, attraction, training, retaining outstanding talents is an important way to enhance its competitiveness. Performance appraisal is a key link, it plays an irreplaceable role in the realization of enterprise goals and strategies. Many enterprises face many difficulties, one of which is how to design an effective performance appraisal system.
Starting from the management bottleneck that A company is facing at present, this paper analyzes the present situation of its performance appraisal deeply, and finds that the application of the results of performance appraisal is very single when there are problems in the performance appraisal of A company. As a tool of salary distribution, the form of appraisal is simple, the process is unreasonable, the lack of performance feedback and the performance improvement are the key points. Links, performance appraisal is not systematic.
For the problems of the company's performance appraisal, this paper optimizes the performance appraisal system, reorients the purpose of the company's performance appraisal, expands the application of the results of performance appraisal, improves the performance of employees, and helps to achieve the enterprise's short-term and long-term strategic objectives. This system has achieved good results in the preliminary implementation process, initially achieved the expected goals set by the company management, and employees'performance has been significantly improved. Rise.
Performance appraisal system, its establishment and design is a complex and cumbersome project, many enterprises have been in the exploratory stage, especially for sales-oriented enterprises, there will always be some problems in the process of the appraisal. Therefore, this paper takes Company A as an example, trying to find a set of similar enterprises in line with most of our country have more. Strong operational performance appraisal method.
【学位授予单位】：华侨大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F719;F272.92

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