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论文编号：	1317
作者编号：	2220070803
上传时间：	2010/1/19 9:00:39
中文题目：	SY公司员工绩效考核体系构建研究
英文题目：	SY公司员工绩效考核体系构建研究
指导老师：	李新建
中文关键字：	中小型生产企业；绩效考核；目标管理法；关键业绩指标法
英文关键字：	Small and medium manufacturing enterprises; performance evaluation; objective management method; KPI
中文摘要：	随着经济全球一体化的来临，企业管理在现代企业的经营管理中发挥着越来越重要的作用。而越来越多的企业意识到，人力资源管理是企业管理的核心，绩效管理是人力资源管理的核心，而绩效考核又是绩效管理的关键环节，因此，要实现企业管理必须将绩效考核提升到战略高度，这样才能更有效地发挥绩效考核的重要作用。 国外的绩效管理思想和方法已经较为成熟，但不能被生搬硬套，因为外国与我国之间有着体制、文化及社会经济发展阶段等方面的差异。因此，本文着力于结合我国企业，特别是中小型民营企业的实际，探索一套适合我国中小生产型企业员工的绩效考核体系和绩效管理方法。 本文根据人力资源管理体系中绩效考核相关理论的指导，通过对具有典型代表的SY公司进行深入调研后，对SY公司进行全面的绩效考核改革设计。在对相关理论和文献综述的基础上，分析了SY公司的发展背景及绩效管理的现状、问题及成因，并针对问题设计了公司员工绩效考核改进体系。这套体系对于我国大部分中小型企业具有实际操作的重要意义。
英文摘要：	With the advent of economic globalization, the enterprise management in the modern enterprise management is playing an increasingly important role. And more and more enterprises realize that human resource management is the core of enterprise management, performance management is the core of human resource management and performance appraisal is the core of performance management. Therefore, to achieve the enterprise management must be to enhance performance appraisal a strategic height, it is another example shows the important role of performance appraisal. Performance of foreign advanced management ideas have been very mature, but because of our rigid conditions, resulting in many very mature theoretical acclimatized. Therefore, this article focus on the actual Chinese enterprises to explore a truly suited to our business performance evaluation system. The article according to the human resources management system of performance appraisal theory, through the guidance of typical representative of small and medium-sized enterprises—SY company production, after in-depth research the writer carries on the performance appraisal reform in SY company. In this paper, the theory based on a large number of theories, articles and books, and the writer analysis the SY company actual situation in the current performance appraisal, and researches targeted at specific problems found in a set of new performance evaluation system.
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