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MBA硕士毕业论文_SU公司员工绩效考核体系优化研究DOC

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I 摘要 随着改革开放的不断深入,中小企业的发展迅速,我国每年诞生大量中小企业。但 是不可忽视的中小企业在管理中出现的问题,导致中小企业的生存周期比较短。对于中 小企业来说,人才是企业发展的源泉与动力,尤其是吸引优质的人才资源,如何吸引人 才,留住人才,是中小企业管理者亟需解决的问题。面对此问题,本论文以中小企业的 代表 SU 公司为例,来进行研究,并于此提出相关解决方案。 本文首先以 SU 公司在绩效考核中出现的问题为出发点,根据问题的提出、分析并 设计出符合 SU 公司现状的绩效考核体系。第一,从宏观角度分析研究背景与意义,为 SU 公司绩效考核体系提供理论基础。第二,深入分析 SU 公司目前绩效考核现状及问 题,第三,借鉴科学绩效管理方法,将 360 度与 KPI 绩效考核方法相结合起来,从新设 计出绩效考核指标,确定新的考核方法以及考核体系;最后,为保障绩效考核体系的顺 利实施,在制度、文化、组织上制定相关措施。本文的研究结果对促进 SU 公司的绩效 考核体系的优化,进一步提升公司的绩效,对 SU 公司可持续发展有一定的促进作用, 对于新兴的互联网广告公司构建完善的绩效管理体系具有一定的借鉴。 关键词,中小企业;绩效考核;绩效考核体系设计;360 度考核;西北大学硕士学位论文 II ABSTRACT With the continuous deepening of reform and opening up, the development of small and medium-sized enterprises has entered rapidly. China has produced a large number of small and medium-sized enterprises every year, but the problems that arise in the management of small and medium-sized enterprises that cannot be ignored have led to a relatively short life cycle for small and medium-sized enterprises. For small and medium-sized enterprises, talents are the source and driving force for enterprise development, especially attracting high-quality talent resources. How to attract talents and retain talents is an urgent problem for SME managers. Faced with this problem, this study takes the representative of SMEs of SMEs as an example to conduct research and propose related solutions. This paper firstly takes the problems that SU company has in performance management as the starting point, according to the problem, proposes and designs a performance management system that conforms to the current situation of SU company. First, analyze the research background and significance from a macro perspective, and provide a theoretical basis for SU's performance management system. Second, in-depth analysis of SU's current performance management status and problems, third, drawing on scientific performance management methods, combining 360-degree and KPI performance appraisal methods, designing performance appraisal indicators, and determining new appraisal methods and appraisal systems. Finally, in order to ensure the smooth implementation of the performance management system, relevant measures are formulated in the system, culture and organization. The research results of this paper can promote the optimization of SU's performance management system, further improve the company's performance, and realize the sustainable development of SU company. It has certain reference for the emerging Internet advertising company to build a perfect performance management system. Key Words,SMEs,;performance management; performance management system design; 360 degree assessment目 录 III 目 录 摘要...................................................................................................................................I ABSTRACT ...................................................................................................................... II 目 录................................................................................................................................III 第一章 导论......................................................................................................................1 1.1 选题背景与意义 ......................................................................................................1 1.1.1 选题背景 ...........................................................................................................1 1.1.2 选题意义 ...........................................................................................................2 1.2 研究对象与研究方法 ..............................................................................................2 1.2.1 研究对象 ...........................................................................................................2 1.2.2 研究方法 ...........................................................................................................3 1.3 研究框架 ..................................................................................................................3 第二章 相关理论概述......................................................................................................5 2.1 绩效管理概述 ..........................................................................................................5 2.1.1 绩效的含义 .......................................................................................................5 2.1.2 绩效管理的含义 ..............................................................................................6 2.1.3 影响绩效的主要因素 .......................................................................................6 2.2 绩效管理流程..........................................................................................................7 图 2-1 绩效管理流程.................................................................................................8 2.2.1 计划 ..................................................................................................................8 2.2.2 绩效辅导 ..........................................................................................................8 2.2.3 绩效评估 ...........................................................................................................8 2.2.4 绩效反馈 ...........................................................................................................8 2.2.5 绩效改进 ...........................................................................................................9 2.3 绩效考核内涵..........................................................................................................9 2.4 绩效考核方法..........................................................................................................9 2.4.1 关键绩效指标(KPI)...................................................................................10 图 2-2 KPI 考核的操作流程 ...................................................................................10西北大学硕士学位论文 IV 2.4.2 360 度绩效考核.............................................................................................. 10 2.4.3 平衡计分卡..................................................................................................... 10 图 2-3 平衡计分卡示意图......................................................................................11 图 2-4 平衡计分卡的实施步骤.............................................................................. 12 2.5 本章小结 ............................................................................................................... 12 第三章 SU 公司绩效考核现状及存在问题 ................................................................. 14 3.1 SU 公司现状简介.................................................................................................. 14 3.1.1 SU 公司内部员工分析 .................................................................................. 14 图 3.1 SU 公司员工年龄段人数 ............................................................................ 15 图 3-2 SU 公司类员工的工作年限分析图............................................................ 15 3.1.2 SU 公司组织架构 .......................................................................................... 15 3.1.3 SU 公司绩效考核体系现状 .......................................................................... 16 3.2. SU 公司外部环境分析......................................................................................... 17 3.2.1 移动互联网广告行业发展前景分析............................................................. 17 3.2.2 移动互联网广告行业发展特点..................................................................... 17 3.2.3 互联网广告行业的法律监管......................................................................... 18 3.2.4 互联网广告行业竞争现状............................................................................. 19 3.3 SU 公司绩效考核体系存在问题.......................................................................... 19 3.3.1 SU 公司员工对绩效考核的满意度调查 ...................................................... 20 3.3.2 SU 公司绩效考核中存在的问题 .................................................................. 22 3.4 SU 公司绩效考核题原因分析.............................................................................. 32 3.4.1 考核目的不清晰............................................................................................. 32 3.4.2 管理者并没有理解绩效考核的真正内涵..................................................... 32 3.4.3 绩效考核指标相对粗放................................................................................. 33 3.4.4 绩效考核体系缺乏连贯性,缺乏监督考核................................................. 33 3.4.5 SU 公司缺乏良好的绩效考核文化 .............................................................. 33 3.5 本章小结 ............................................................................................................... 34 第四章 SU 公司绩效考核体系的方案设计 .................................................................. 35 4.1 设计思路与原则.................................................................................................... 35 4.1.1 设计原则......................................................................................................... 35目 录 V 4.1.2 设计思路 .........................................................................................................35 4.2 绩效考核优化设计流程 ........................................................................................36 4.3.绩效考核指标体系设计 ........................................................................................37 4.3.4 绩效考核评价 .................................................................................................45 4.3.5 绩效反馈与申诉 ............................................................................................45 4.4 绩效考核结果应用 ................................................................................................46 4.4.1 作为设定薪酬等级的依据 .............................................................................46 4.5 本章总结................................................................................................................47 第五章 SU 公司绩效考核体系的实施保障..................................................................48 5.1 构建和谐绩效考核文化 ........................................................................................48 5.2 建立绩效考核的组织结构 ....................................................................................49 5.3 构建有效绩效考核管理制度 ................................................................................49 5.4 本章小结 ................................................................................................................50 第六章 结论及需进一步研究的问题..........................................................................51 6.1 结论 ........................................................................................................................51 6.2 需进一步研究的问题............................................................................................52