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MBA硕士毕业论文_公司绩效考核体系问题研究PDF

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随着经济全球化的快速发展和市场的激烈竞争,很多中小企业为实现健 康持续发展实现企业战略目标,都在不断的探索方法加强企业核心竞争力。 可很多企业家发现公司的战略目标并不能很好的落地执行,公司发展过程并 不理想。因此,企业家开始认识到现代企业要想提高市场竞争力,扩大经营, 只靠产品、核心竞争力、战略目标是不够的,还需要人力资源的支持。而绩 效考核又是人力资源管理的重要部分,它可以帮助企业将企业的战略目标分 解到部门与个人,使企业战略目标与员工的考核目标紧密结合在一起,通过 完善的绩效考核体系既可以帮助员工的能力提升实现自我价值也可以从根本 上提高企业发展的能力、实现战略目标。Y公司目前处于起步阶段,公司追 求的是迅速发展、扩大市场份额,虽然目前公司有绩效考核体系,但这套体 系的整体设计和执行都存在一定的问题,使绩效考核无法成为企业发展的管 理手段,趋于形式。 本文主要围绕Y公司现有绩效考核体系展开研究。主要通过对国内外现 状及相关理论知识的学习,结合Y公司绩效考核现状,分析公司现有绩效考 核存在的问题并找出原因,然后采用适合公司的绩效考核方法对Y公司绩效 考核体系进行再设计。首先对本文的主要背景、研究本文的主要目的以及研 究本文的意义进行了阐述,然后对本文涉及的理论知识和国内外目前的发展 情况进行学习和分析。然后通过对Y公司现有绩效考核的具体情况进行阐述, 结合Y公司现状、问卷调查、访谈调查方法,来深入剖析Y公司现有绩效考 核体系存在的问题并找出成因,其次在设计原则和方法的理论基础上,以公 司战略为导向运用平衡计分卡和层次分析法从财务、客户、内部运营、学习 与成长四个维度对Y公司考核指标进行了重新设计并将指标对应的权重进行 分配,同时对部门及个人平衡计分卡进行设计。最后,本文为了保障Y公司 的绩效考核新体系可以顺利实施,对具体实施流程进行详细设计及提出相应 的保障措施进。 关键词:中小企业;绩效考核;关键绩效指标;平衡计分卡 哈尔滨工业大学工商管理硕士学位论文 - II - Abstract With the rapid development of economic globalization and fierce competition in the market, many small and medium-sized companies are constantly exploring ways to strengthen their core competitiveness to achieve their strategic goals. However, many entrepreneurs find that the company's strategic goals are not well implemented and the company's development process is not ideal. Therefore, entrepreneurs begin to realize that in order to improve market competitiveness and expand business, companies need not only products, core competitiveness and strategic goals, but also the support of human resources. And performance appraisal is an important part of human resource management, it can help to divide the strategic goal into departments and individuals, together the company strategic goals and staff appraisal target, through the perfect performance appraisal system can not only help employees realize self-worth can fundamentally improve the capacity to promote enterprise development, and achieve strategic goals. At present, Y company is in the start-up stage, and the rapid development and market share expansion are the main purposes. Although the company has a performance appraisal system at present, there are still some problems in design and operation, which makes performance appraisal unable to become a management tool and it doesn't work. This paper studies the existing performance appraisal system of Y company mainly. Through the study of domestic and foreign status quo and relevant theoretical knowledge, combined with the status quo of company Y's performance appraisal, the existing problems in the company were analyzed and the reasons were found out. Then, the performance appraisal system of company Y is redesigned with the method suitable for the company.Firstly, the main background of this paper, the main purpose of the study of this paper and the significance of the study of this paper are elaborated, and relevant theoretical knowledge and domestic and foreign status quo are studied and analyzed. Then , based on the present situation of the company existing performance appraisal, 哈尔滨工业大学工商管理硕士学位论文 - III - combined with the status of the company , questionnaire, interview method,the paper will analyze the problems in detail and find out the causes. Secondly based on the design principle and method of theory, with the company strategy as the guide, using the BSC and AHP to design the company’s key performance indicator and weights from the four dimensions of finance, customer, internal operation, learning and growth. At the same time, the balanced scorecard for departments and individuals was designed. Finally, this paper will give the detail implementation planning and safeguard measures in order to ensure the new performance appraisal system implement successfully. Key words: small and medium-sized companies, performance appraisal, key performance indicators, balanced scorecard 哈尔滨工业大学工商管理硕士学位论文 - IV - 目 录 摘要 ................................................................................................................. I Abstract ............................................................................................................. II 第1章 绪论 ...................................................................................................... 1 1.1 问题的提出 .............................................................................................. 1 1.1.1 研究背景 ........................................................................................... 1 1.1.2 研究目的 ........................................................................................... 1 1.1.3 研究意义 ........................................................................................... 2 1.2 国内外研究现状 ...................................................................................... 3 1.2.1 国外研究现状 ................................................................................... 3 1.2.2 国内研究现状 ................................................................................... 4 1.2.3 述评 ................................................................................................... 6 1.3 理论基础 .................................................................................................. 6 1.3.1 绩效考核相关概念 ............................................................................ 6 1.3.2 绩效考核常用方法 ............................................................................ 7 1.4 主要研究内容及研究思路 ....................................................................... 8 1.4.1 主要研究内容 ................................................................................... 8 1.4.2 主要研究思路 ................................................................................... 9 第2章 Y公司绩效考核体系的现状及问题 ...................................................11 2.1 公司基本情况 .........................................................................................11 2.1.1 公司简介 ..........................................................................................11 2.1.2 公司组织结构 ..................................................................................11 2.2 Y公司绩效考核体系现状 ..................................................................... 12 2.3 绩效访谈与问卷调查 ............................................................................. 16 2.3.1 绩效访谈 ......................................................................................... 16 2.3.2 问卷调查 ......................................................................................... 16 2.4 Y公司现有绩效考核体系存在的问题 .................................................. 17 2.4.1 绩效考核定位模糊 .......................................................................... 17 2.4.2 绩效考核指标设计有问题 .............................................................. 18 2.4.3 考核主体单一 ................................................................................. 18 2.4.4 绩效考核的覆盖不全面 .................................................................. 18 哈尔滨工业大学工商管理硕士学位论文 - V - 2.4.5 绩效考核薪酬激励不合理 .............................................................. 19 2.5