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| 论文编号： | 497 | |
| 作者编号： | 2120062317 | |
| 上传时间： | 2009/1/7 22:18:28 | |
| 中文题目： | C公司员工绩效考核体系的再设计 | |
| 英文题目： | C company employee performance | |
| 指导老师： | 崔勋 | |
| 中文关键字： | 绩效管理 战略目标 关键绩效指标 | |
| 英文关键字： | Performance Management Strate | |
| 中文摘要： | 随着经济全球化和信息时代的到来，各国企业都面临着越来越激烈的国内外市场竞争。为了有效提高适应能力，获取和保持竞争优势，企业更加关注提高生产力和组织整体绩效的有效途径，绩效管理在企业中越来越发挥明显的作用。如何设计和建立一套科学的、适应企业战略发展需要，并能有效保障和支撑企业长期可持续发展的绩效管理系统，对各国企业来说都是一个非常重要的课题。 传统的绩效考核体系只重视员工绩效考核本身。绩效管理是一个系统的控制过程，它是企业将战略转化为行动的过程，是企业战略管理的一个子系统，其深层目标是基于企业的发展战略，通过员工与管理者有效的沟通，明确员工的工作任务及绩效目标，并确定对员工工作结果的衡量办法，在过程中影响员工的行为，从而实现公司的目标，并使员工得到发展。 本文通过对C公司绩效管理现状进行分析和对绩效管理理论的研究，结合公司基础管理现状提出了以绩效考核为切入点设计绩效考核体系的思路。运用定性分析与定量分析相结合的方法，综合运用平衡积分卡、关键绩效指标和能力素质模型，在绩效考核方面进行了创新，设计了一套全新的、基于结果与能力的绩效考核模型，建立了一套适应C公司长期战略发展的绩效管理系统。 | |
| 英文摘要： | Since the upcoming of economic globalization and information times companies in different countries are confronted with more and more severe market competition, both at home and abroad. In order to effectively improve the ability to adapt, to obtain and maintain a competitive advantage, the companies pay more attention to finding an effective way of increasing the productivity and total performance organization. Thus, the function of performance management is becoming more and more obvious. Design and set up a scientific performance management system to meet the company’s strategic development, is a very important topic. The traditional performance appraisal system is focus on the staff performance appraisal itself. Performance management is a system of control process. It is process to translate business strategy into action. It is sub-system of business strategy. The deep objective is based on enterprise’s strategy, staff and supervisor through sustained, regular communication, a clear task and performance objectives and to determine the outcome of the staff work measurement affect employees’ action, achieve the objectives and make staff development. Based on the C company performance management analysis, theoretical study on performance management and the company management status, we put forward a starting point for the performance appraisal system to design performance management. Use of qualitative analysis and quantitative analysis of the method of combining the integrated use of balanced scorecard, the key performance indicators and competence model, we design a new performance management system based on KPI and competence model to align with C long-term strategic development. | |
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