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论文编号：	4944
作者编号：	2220110750
上传时间：	2013/2/25 8:52:38
中文题目：	宁波均胜公司中层管理人员绩效考核体系优化研究
英文题目：	Optimization of Performance Appraisal System for Middle-Level Managers in Ningbo Joyson
指导老师：	崔勋
中文关键字：	宁波均胜公司；中层管理人员；绩效考核体系；优化设计。
英文关键字：	Ningbo Joyson Automotive Electronics Co., Ltd.; Middle Managers; Performance Appraisal System; Optimization of Design
中文摘要：	宁波均胜汽车电子股份有限公司是一家著名的专业从事汽车零部件及电子件研发与生产的，为国内外知名汽车主机厂配套的一级供应商。在汽车市场繁荣发展、公司蒸蒸日上的同时，作者作为最早的管理层骨干，看到了目前公司绩效考核体系问题重重，主要是考核主体单一、考核指标及评分标准模糊、考核实施过程不规范、绩效沟通反馈缺乏、考核运用结果单一等。公司现处于高速成长期，这些问题现象在中层管理人员中体现尤为明显，中层管理人员在宁波均胜公司的地位和作用相当重要，可见，解决问题的关键是优化宁波均胜公司中层管理人员绩效考核体系，并研究设计一种切实可行的方案来优化。这就是此论文的研究目的。此论文的研究方法：运用资料文献法；利用观察法、查阅记录法、访谈法、员工满意度调查法等手段进行现状调研分析；用体系构建关键要素进行优化设置。此论文的研究成果即宁波均胜公司中层管理人员绩效考核体系优化设计主要包括设计原则和设计主体，优化方案强调设计过程与成果的结合，尤其是成果的展示是全套要素数据资料的详尽描述，特别是考核指标具体到了每位中层管理人员的所有指标。此论文的研究结论意义：作者采用设计原则及设计主体两大方面成功完成中层管理人员绩效考核体系优化设计，从而使之成为模范率先优化体系，为公司其他人员的绩效考核体系优化奠定了扎实的基础，完善了公司整个绩效考核体系，最终使公司综合管理水平更上一层楼。但是，中层管理人员优化方案的推行需要循序渐进的过程，并且按需进行时期性调整完善。
英文摘要：	Ningbo Joyson Automotive Electronics Co., Ltd., specialized in research and development and production of automotive parts and electronic parts, is a famous supplier of well-known automotive OEMs. As a senior finance manager, the author finds many problems of performance appraisal system beneath the fast growth of the company, such as the singleness of appraisal subjects, vague appraisal indictors and grading standards, the non-standard process in the implementation of the assessment, lack of the communication and the feedback, simplified usage of its results, and so on. Such problems, however, are evident in middle-level managers, who are important in the development of the company, especially in the current fast growing stage of the firm. As a result, the purpose of this paper is to establish an optimized appraisal system for middle-level managers and design an optimization solution for performance appraisal. The research methods of this thesis are as follows：Read previous historical documents; inspect history records; interview middle-level managers in the company; and take use of key elements to optimize appraisal system. The achievement of this thesis is the establishment of an optimized performance appraisal system for middle-level managers of the company, which consists of design principals, design contents and the combination between design process and result. Meanwhile, the system reveals the details of the elements for appraisal, especially that all the indicators of this system are designated to all the middle-level managers. The conclusion and significance of this thesis is that the author successfully set up an appraisal system for middle-level managers, which is treated as a model for optimization of company appraisal system and sets the foundation for future optimization of appraisal system for other people. Besides, the system benefits the author a lot. In spite of the success of the system, it is a long way to put the system into practice and adjustments are needed to the completion of system.
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