随着全球经济一体化的发展,企业面临的生存环境日趋复杂,市场竞争的形式及

客户需求多样化的趋势己成必然,为使企业能获得持续的竞争力和长久的发展,必须

对企业的有限资源进行最佳的配置。而人作为生产要素中最活跃的资源,成了企业开

发的重点,“以人为本”人力资源管理理念也由此应运而生。在经历了科学管理阶段----

人事管理阶段----现代人力资源管理阶段之后,战略人力资源管理理念已悄然兴起,越

来越被企业重视。面对越来越激烈的市场竞争,湖南省军粮集团的经营战略目标也发

生了重大转变。其人力资源管理方式也逐步向现代企业靠拢,并初步形成了员工绩效

考核方案,但由于其是国有控股公司,在很多方面还保留有国有企业的传统人事管理

方式,集团的绩效考核滞后于民营企业,绩效考核还处于运用的初级阶段,大多时候

考核方案形同虚设,流于形式,绩效考核的作用难以得到充分发挥。目前仍然存在绩

效考核与发展战略相脱节,绩效考核时间设置不合理,各级管理者与员工的参与度不

高,考核指标量化不明确,工作绩效考核指标设计不全面,考核指标与岗位职责、工

作任务相脱离,绩效考核不现实,缺乏有效的反馈机制等,造成集团的绩效考核无法

达到预期目标。本论文通过对湖南省军粮集团绩效考核体系的现状进行介绍,分析现

有的员工绩效考核体系存在的问题,并做进一步的原因分析。提出完善集团内部员工

绩效考核体系的建议。并进一步提出了保障集团员工绩效考核体系有效实施的措施。

关键词:湖南省军粮集团;员工绩效考核;问题;建议;措施

Abstract

With the development of global economic integration,the survival environment of

enterprise has become increasingly complex, the diversification of market competition and

customer demand has become inevitable, in order to obtain continuous and long-term

development, the company must be the best configuration with the limited resources of the

state-owned enterprises. While people is as the most active factors of production resources,

which has become the focus of enterprise development, people-oriented concept of human

resources management arises at the moment. Through the stage of scientific management,

personnel management and the modern human resources management, the strategic human

resources management concept has been sadly arisen,which catch the eyes of enterprises. In

the face of increasingly fierce market competition,the strategic objectives of hunan militmy

food group have changed a lot. And the way of human resources management also gradually

changed, the staff performance assessment initially formed, but because it is the state-owned

holding company, which still have the traditional personnel management mode of

state-owned enterprises in many ways,the assessment is lag behind private enterprises and is

still in the primary stage of use, most of the time it become a mere formality, which lead the

effect of the performance assessment is difficult to give full play to. The gap Still exist

between performance asessment and the strategy of development,The time of performance

assessment is unreasonable,The participation of managers and employees at all levels is not

high,quantitative assessment index is not clear, work performance evaluation index design is

not comprehensive,evaluation index is out of job responsibility and work tasks,performance

appraisal is not reality and lack of effective feedback mechanism,etc.,those make the

company hard to achieve their goals. In this paper I introduce the present situation of the

performance evaluation system of hunan military food group and analysis the existing

problems of staff performance assessment system, some reasons and suggestions are also

given. At last, the measures of the effective implementation of the staff performance

assessment of group system are put forward

Key words: Hunan military food group; employee performance assessment; questions

suggestions; strategies