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MBA毕业论文_JL实体家居公司员工绩效考核研究

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文本描述
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论文题目:JL实体家居公司员工绩效考核研究
专业:工商管理
硕 士 生:盖杰(签名)
导师:苟三勇(签名)
摘要
绩效考核是整个人力资源管理的核心,是企业在既定的战略目标指引下,运用科学的
指标体系和评价方法,对员工的工作业绩、工作能力、工作态度进行价值判断,并依据评
价结果对员工进行激励奖惩和正面引导的过程及方法。企业通过绩效考核可以提高员工的
工作效率,完成企业战略目标,实现企业和员工共同进步
本文选取JL实体家居公司现行绩效考核体系为研究对象,通过对其绩效考核体系的
研究,找出公司现行绩效考核存在的问题并系统分析。该公司目前运行的绩效考核体系主
要存在的问题为:首先,考核指标过多,没有关键点;其次,指标权重设置不合理;第三,
考核随意性较大,流于形式;第四,缺少绩效反馈和沟通;第五,考核结果的运用效果不
佳。基于该公司存在的问题,运用关键绩效指标法(KPI)建立适用于JL实体家居公司员
工的关键绩效指标,运用层次分析法(AHP)确定考核指标的权重,并提出绩效考核组织
实施方案和保障措施,设计一套符合公司发展的绩效考核体系。以改善公司员工绩效考核
状况,进而提高公司的绩效,从而实现公司的整体发展战略和长期目标
在设计过程中,从公司的战略和实际优势出发,运用鱼骨图分析法,分析出JL实体
家居公司的关键成功因素,并分解到公司各部门。员工岗位关键绩效指标主要是结合部门
指标的分解和员工岗位职责进行确定。确定指标权重时,依据专家给出的绩效指标比较矩
阵计算得到指标权重值
本论文的研究工作对于JL实体家居公司员工绩效考核工作是一项比较符合实际的研
究成果,对于同类企业也有一定的借鉴和指导作用
关键词:绩效;绩效考核;层次分析法;人力资源管理
论文类型:应用研究
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Subject:The research about employees’ performance appraisal of JL entity housewares
company
Speciality:Business Administration
Name:Gai Jie (signature)
Instructor:Gou Sanyong (signature )
ABSTRACT
Performance appraisal is the core of the entire human resource management. That is to say,
under the guidance of the established strategic objectives, the enterprise using scientific index
system and evaluation method to evaluate the employee's work performance, work ability and
work attitude, performance appraisal is the process and method that the employees are
encouraged to reward and punish and positive guidance. Through performance appraisal, the
enterprise can improve the work efficiency of employees, accomplish the strategic goal of the
enterprise, and realize the common progress of the enterprise and the staff.
In this thesis, the current performance appraisal system of JL entity housewares company is
selected as the research object. Through the study of its performance appraisal system, the
existing problems and systematic analysis of the company's current performance assessment are
found out. The main problems existing in the performance appraisal system of the company are:
First, there are too many assessment indicators and there are no key points. Next, the index
weights is unreasonable. Third, the assessment is arbitrary and formalized. Fourth, the
assessment lacks of performance feedback and communication. Fifth, the application of the
assessment result is not good. Based on the problems of the company, use the method of Key
Performance Indicators (KPI) to establish suitable staff's key performance appraisal indicators
for JL entity household company, use the Analytic Hierarchy Process (AHP) to determine the
index weights of evaluation, and put forward implementation and safeguard measures of the
performance appraisal organization, design a set of the performance appraisal system for the
development of the company. In order to improve the condition of staff's performance appraisal,
further improve the company's appraisal, in that the company's overall development strategy and
long-term goals are realized.
In the design process, from the company's strategy and practical advantages, using the
fish-bone diagram analysis, key success factors of JL entity housewares company and each
department of the JL are found out. Employees post key performance appraisal indicators are
mainly the combination of each department’s index and employees responsibility for sure. When
determining the index weights, the index weight can be calculated by comparing matrix
according to the given performance appraisal index from experts .
IV
The research work of this thesis is a practical research result for the performance appraisal
of JL entity housewares company, and it has certain reference and guiding function for similar
enterprises.
Key Words: performance; performance appraisal; Analytic Hierarchy Process (AHP);
Human Resource Management
Type of thesis: Applied Research。。。。。。