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论文编号：	2523
作者编号：	2220080834
上传时间：	2010/6/11 14:06:40
中文题目：	深圳海龙建筑制品有限公司管理人员绩效考核体系改进研究
英文题目：	People Managers’ Performance Assessment System Improvement Investigation of Shenzhen Hailong Construction Products Co., Ltd
指导老师：	崔勋
中文关键字：	关键词：海龙公司；管理人员；绩效考核体系；战略导向；目标管理法
英文关键字：	Key words: hailong company; manager;performance evaluation system; strategic direction; objective management method
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。 深圳海龙建筑制品有限公司是一家于深圳注册的制造型企业，公司主要产品70%以上销往香港，公司成立主要是因为当初香港建筑市场和建设用混凝土预制构件需求激增。因此成立仅二年时间，公司已全部收回投资，但伴随亚洲金融风暴和2008年的全球金融海啸之冲击，香港建设用混凝土预制构件需求急剧萎缩，因此2003-2008年之间，公司虽然扩大生产规模，但每年净利润增长缓慢，而且伴随规模扩大和市场竞争加剧，原来存在的一些管理问题和矛盾（比如客户满意度低，产品供货期时有延误，质量不稳定，成本偏高等）开始激化。为了解决公司绩效不太理想和有效地解决公司发展中存在的管理问题，针对公司绩效考核体系存在不少缺陷，无疑完善公司绩效考核体系，加强公司绩效管理是提升公司绩效水平，解决公司目前管理问题的重要手段之一。 为此，本文以深圳海龙建筑制品有限公司为研究对象，运用个案分析研究方法分析公司管理考核体系的弊端及其成因（由于篇幅所限，本文也仅针对公司管理人员考核体系），并在绩效考核相关理论的指导下提出完善绩效考核指标，健全考核方法，合理使用考核结果等措施和建议，以求通过完善公司绩效管理体系，促进公司绩效的提升和解决公司急待解决的问题，更希望本文能为广东省部分制造型企业提升公司绩效提供借鉴。
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. Shenzhen Hailong Construction Products Co., Ltd is a registered export-oriented small-scale manufacturing enterprises, the company main products for more than 70% exported to Hong Kong. The company established primarily because it was the Hong Kong construction market and construction using precast concrete surge in demand. Therefore, it has been established for fully recover its investments within only two years, but the following influence from the Asian financial crisis of 2008 & the impact of the global financial tsunami. the Hong Kong construction with precast concrete needs of rapid decline, so between 2003-2008, while the company expanded production scale, the annual net profit growth slow, and accompanied by expansion and intensified market competition, the original existence of a number of management problems and contradictions (such as low customer satisfaction, product availability periods of delay, inconsistent quality and high costs, etc.) began intensified. In order to solve the company's performance is not ideal and effective solution in the development of the company management problems, for the company's performance appraisal system, there are many shortcomings, no doubt improve the company's performance appraisal system, and strengthen the company's performance management is one of the means to enhance the company's level of performance, to address the company's current management of the importance. For that reasons, in this paper Hailong Company as the research object, use the case analysis to analyze the shortcomings of management evaluation system and its causes (due to space limitations, this article only for company management personnel evaluation system). and under the guidance of the relevant theory of performance evaluation, to put forward a perfect performance evaluation index in order to improve the examination methods, and rational use of examination results and other measures and proposals with a view through the improvement of corporate performance management system, to promote corporate performance improvement and solve its pressing problems. I hope more that this paper is to provide reference to enhance corporate performance for part of Guangdong Province for manufacturing enterprises.
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