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论文编号：	1821
作者编号：	2120072104
上传时间：	2009/12/24 14:54:44
中文题目：	成城集团中层管理人员360°评价和反馈系统构建研究
英文题目：	360° performance feedback system construction of CHENGCHENG Group
指导老师：	王健友
中文关键字：	绩效管理 人力资源管理 360°评价和反馈系统 系统构建
英文关键字：	Performance Management, Human Resource Management, 360° performance feedback system, System Building, Application Analysis
中文摘要：	绩效管理作为人力资源管理功能模块中的关键性环节之一，一直是人力资源管理领域中的一个重点和难点。它是指为了实现组织发展战略和目标，采用科学的方法，通过对员工个人或群体的行为表现、劳动态度、工作业绩以及综合素质的全面监测、考核、分析和评价，充分调动员工的积极性、主动性和创造性，不断改善员工和组织的行为，提高员工和组织的素质，挖掘其潜力的活动过程，是人力资源管理体系中的核心内容。它对薪酬管理以及人事决策等方面都产生着重要的影响。 随着管理理论的不断发展，绩效管理的运作方法也在不断的寻求着较大程度上的提升，值得一提的是，作为一种衍生出来的绩效管理方法——360°评价和反馈系统，近些年来在国内外众多的知名企业中受到了一定程度的关注，在理论研究水平不断提升的同时，已经在较大范围内付诸于工作实践。但是，在国内由于我们企业的高层管理人员和人力资源管理部门对360°评价和反馈系统自身的众多事项并不十分了解，这就造成其在实践过程中都不同程度的走入了误区，不仅浪费了人力资源，还未从此项绩效管理工作中获取应有的收益。 鉴于上述问题，本文拟通过理论剖析、系统构建以及成城集团中层管理人员的360°评价和反馈系统的构建和应用分析相结合的研究方法，力求对该反馈系统进行相关的修改和完善，并使其具备一定的操作性，从而为今后能够有效的运用该方法来达到企业战略发展目标提供一定的辅助作用。
英文摘要：	The performance management as a key section of human resource management function model has always been an important and difficult section in human resource field. It means that in order to realize the organization’s development strategy and target the performance adopts science method and is a process which encourage employee’s enthusiasm, initiative and creativity, keep to better the behavior, improve the quality and discover the potential ability of employee and organization through full monitor, exam, analysis and evaluation of employee and group’s behavior, work attitude, performance and comprehensive quality therefore it is the key content of human resource management system. It has an important effect on salary management and human resource decision-making. Following the theory’s development, the methods of performance has always been seeking improvement, and it is worthy to be mentioned that as a derivative and new method of performance---- 360° performance feedback system has attracted the attention of famous companies domestic and abroad in recent years and is upgrading level of the theory through method of practice. However due to the senior managers and human resource department are unfamiliar about 360° performance feedback system, it has been led into wrong areas, therefore it not only a waste of human resource but also didn’t get the profits through this performance management. According to the above issues, the article has been trying to modify and better 360° performance feedback system and render it more operational through the research ways which are theory analysis, system building, my working company’s experience in building and practicing 360° performance feedback system therefore assist companies to use this method to accomplish the company’s development strategy.
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