本文第一章及第二章针对研究背景、意义、思路以及销售人员绩效考核当前研究现
状和理论进行了详细陈述。第三章首先概述了斯达康公司的主营业务及服务、发展战略、
组织结构、人力资源现状等及现有的绩效考核体系进行了介绍,并运用问卷调查、面谈
了解,查阅历史资料等方法,将其查找问题,并分析现存在的问题以及成因,第四章结
合现阶段公司的战略调整目标,针对现有的绩效考核体系发现存在的问题给出了绩效考
核优化的目标,运用理论知识,在岗位评定和各岗位指标值的分析提出适合该企业绩效
考核体系优化方案。本文第五章提出了优化后绩效考核体系实施的条件、步骤和保障措
施,重点强调斯达康公司为了保障新体系的有效运行应在原有基础上作出的相应调整。
本文主要结合了绩效考核的相关理论为基础,通过围绕斯达康公司目前战略发展目
标为前提,针对绩效考核体系现状,提出了优化思路、原则、具体方案,尤其是在设计
完公司绩效考核体系优化方案完成后,本文还提出了该方案的基本实施条件,以及相应
的配套保障措施,对于其他外资企业及通讯业的同类企业具有一定的参考价值。
【关键词】绩效考核;KPI;斯达康通讯有限公司
【研究类型】应用研究
Abstract
With the times of knowledge economy high speed development, the rational ilization of
human resources has become the enterprise survival and the development important guarantee
of. How to use scientific formulation suitable for enterprise development strategies and
long-term goal of the performance management system, ensure the enterprise is in reasonable
control cost of human resources management on the basis of adequate human resources,
support, Starcom company and other enterprises in the same industry must face to solve the
first problem, is the core content of this paper.
The first chapter and the two chapter in the research background, significance, methods
and performance management of current research status and theory are stated in detail. The
third chapter first provides an overview of the Starcom company's main business and
service, development strategy, organization structure, human resources present situation and
the existing performance evaluation system were introduced, and by using the method of
questionnaire investigation, interview, referring to the historical documents, the search
problem, and analyze the existing problems and causes, fourth chapter at this stage the
company's strategic adjustment target, in view of the existing performance appraisal system to
find problems gives a performance optimization objectives, by applying the theory of
knowledge, in post evaluation and post indicator value analysis is presented for the enterprise
performance appraisal system optimization scheme.In the fifth chapter of this paper ps
forward the optimized implementation of performance management system condition,
measure and safeguard measure, with emphasis on the Starcom company in order to ensure
the effective operation of the new system should be based on the original to make
corresponding adjustment...
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