资兴移动公司绩效管理体系的优化研究
发布时间：2019-02-27 19:57
【摘要】：随着我国企业之间竞争的加剧,绩效管理日益成为企业人力资源管理的重要手段,它有助于提高企业持续创造绩效的能力。但绩效管理在我国企业的实施过程中还存在诸多问题,对绩效管理缺乏科学认识、绩效管理体系构建不完善、绩效考核流于形式、只重视绩效管理的结果不重视管理过程等问题频出,资兴移动公司同样面临绩效管理体系的改进与优化问题。 本文基于系统性的研究视角,运用人力资源管理中的绩效管理理论和相关激励理论,在对资兴移动公司现行的绩效管理体系分析的基础上,利用人力资源管理的专业知识对该公司的绩效管理体系提出了相应的优化对策,并以资兴移动公司作为实证分析的对象,从聘用专业的人力资源管理人员、构建对话机制、重视管理人员的理念导入、完善公司的工作与管理流程四个方面入手,对优化后的绩效管理体系的实施提出相应的保障措施,以促进新体系的顺利实施与执行,提升公司全面绩效管理的水平。
[Abstract]:With the intensification of competition among enterprises in China, performance management has become an important means of human resource management, and it helps to improve the ability of enterprises to create performance continuously. However, there are still many problems in the implementation of performance management in Chinese enterprises. The lack of scientific understanding of performance management, the imperfect construction of performance management system, and the formality of performance appraisal. Only pay attention to the results of performance management and not pay attention to the management process and so on. ZTE Mobile Company is also faced with the improvement and optimization of performance management system. Based on the systematic research perspective, this paper makes use of the performance management theory and related incentive theory in human resources management, based on the analysis of the current performance management system of Zixing Mobile Company. Using the professional knowledge of human resources management, this paper puts forward the corresponding optimization countermeasures to the performance management system of the company, and takes Zixing Mobile Company as the object of empirical analysis, and constructs the dialogue mechanism by employing professional human resources management personnel, and taking Zhe Xing Mobile Company as the object of empirical analysis. In order to promote the smooth implementation and implementation of the new system, we should attach importance to the introduction of the idea of managers, perfect the work and management process of the company, and put forward the corresponding safeguard measures for the implementation of the optimized performance management system in order to promote the smooth implementation and implementation of the new system. Improve the level of overall performance management of the company.
【学位授予单位】：中南大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F626
[Abstract]:With the intensification of competition among enterprises in China, performance management has become an important means of human resource management, and it helps to improve the ability of enterprises to create performance continuously. However, there are still many problems in the implementation of performance management in Chinese enterprises. The lack of scientific understanding of performance management, the imperfect construction of performance management system, and the formality of performance appraisal. Only pay attention to the results of performance management and not pay attention to the management process and so on. ZTE Mobile Company is also faced with the improvement and optimization of performance management system. Based on the systematic research perspective, this paper makes use of the performance management theory and related incentive theory in human resources management, based on the analysis of the current performance management system of Zixing Mobile Company. Using the professional knowledge of human resources management, this paper puts forward the corresponding optimization countermeasures to the performance management system of the company, and takes Zixing Mobile Company as the object of empirical analysis, and constructs the dialogue mechanism by employing professional human resources management personnel, and taking Zhe Xing Mobile Company as the object of empirical analysis. In order to promote the smooth implementation and implementation of the new system, we should attach importance to the introduction of the idea of managers, perfect the work and management process of the company, and put forward the corresponding safeguard measures for the implementation of the optimized performance management system in order to promote the smooth implementation and implementation of the new system. Improve the level of overall performance management of the company.
【学位授予单位】：中南大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F626
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