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论文编号：	5504
作者编号：	2120102738
上传时间：	2013/6/9 11:46:37
中文题目：	Z公司绩效管理改进研究
英文题目：	Research on the performance management improvement from Z company
指导老师：	王健友
中文关键字：	绩效考核，绩效管理， 管理升级
英文关键字：	performance evaluation, performance management, management upgrade
中文摘要：	中国民营企业2012年底已经突破了一千万家，贡献了中国经济65%的GDP。但他们在企业管理水平上，除了少数的大型公司外，都还处于相对比较落后的状态。但我国当前大部分企业，特别是占据中国企业数量上多数的中型民营企业，在业务升级以及市场竞争力上已经有了长足的进步，正处于转型升级的重要时期，虽然他们同时也认识到绩效管理的重要性，但因各方面原因的限制，还没有建立起一整套完整而科学，并且切实可提高绩效水平的绩效管理系统。经过近二十年的发展，中国的民营企业已经度过了最初的生存时期，他们对管理水平提升的需求越来越明显，企业管理在很大程度上就是对于人的管理，而对人的管理的目的是要让企业的员工拥有良好的符合企业目标的绩效水平以期实现组织的战略规划目标，所以毫无疑问的是绩效管理是企业管理特别是人力资源管理的核心内容。如何调动员工的积极性，实现企业的战略目标，是摆在这样的企业面前的迫切问题。绩效管理体系的建立在实现企业战略，调动员工积极性方面是极其重要的，他的建立能够帮助企业在绩效管理方面开始走向规范化，帮助提升自己的核心竞争力。绩效管理的最重要的目标就是在企业管理中实现组织的目标。一个组织想要在激烈的市场竞争中取得竞争优势的话，那么绩效管理就是其需要关注的核心环节所在。那么为了能够帮助企业实现自己的竞争优势，如何系统如何运作以保障组织目标的实现，也包括如何科学有效的绩效管理系统具有哪些功能，这些是问题都是企业在实践过程中需要反思并作出答复的。英国学者罗杰斯等人把绩效管理等同于是管理组织绩效的过程。在20世纪80年代和90年代出现的大量的管理思想、观念以及实践相结合的情况，在这样的管理实践中，人们不断总结了其中的精髓，它看起来更是战略远景或事业计划，其最重要的观点是绩效管理的最核心的任务和使命在于对于组织战略的制定并坚持，当然，这个制定和坚持的过程也包括如何通过组织结构、技术支持系统，工作流程等配套措施，主要目标是从组织的角度来考虑目标制定，绩效改进以及考查。将绩效管理当成一个完整的系统，就意味着要用系统的长远的战略的眼光来看待组织的绩效评估和绩效管理，而不是单纯的注重每个阶段或者某一个时期的绩效成果。作为一个完整的系统，绩效管理系统是与组织的战略以及目标紧密联系的，绩效管理的很多角色，包括。绩效薪酬设立，晋升管理，员工开发，企业氛围引导，人才甄选，技术创新引导等，都是可以帮助和推进组织战略目标的。因此我们可以断定，优秀的绩效管理必然有助于组织总体战略以及目标的实现。 Z公司经过十多年的发展，从原来的年收入500万到2012年的年收入30个多亿，在企业发展上有长足的进步。Z公司在所处的行业有自己的影响力，但是人员素质和管理水平的问题是最近这段时间制约企业发展的重要问题。企业正处于转型升级的重要时期，企业原有在管理上的问题逐步暴露。特别是随着公司离开原有的生产地域，在天津北京投资建厂后，大量的高学历的技术和管理人员的流入，原有的管理制度和状况已经不能适应现在的新状况。为了适应企业的转型升级，全面提升整个企业的管理水平的发展，公司进行了以绩效管理为核心的绩效管理体系改进。改进后的绩效管理体系不仅仅有科学的绩效管理，还有相对应的配套措施和保障机制。经过一年多的运行，该体系在企业的绩效管理方面发挥了良好的作用，在实践的基础上，本文针对Z公司的绩效管理改进进行了分析与研究，研究分析了公司状况和行业状况等原始问题，分析了在新的形势和发展趋势下，对于公司管理的新的要求。通过分析原有的问题以及原因，找出对应的解决办法。 Z公司选择通过绩效管理改进作为整个管理提升的切入点来带动整个管理体系，以实现企业战略和提升管理水平为目标，结合职位管理，薪酬管理和人才管理来搭建整个绩效管理体系。在绩效管理体系本身，Z公司改进后的体系强调了从绩效计划、绩效实施、绩效沟通、绩效考核和反馈以及绩效改进计划这样的持续改进的过程。从提升整个人力资源管理水平的角度，通过将绩效考核的结果应用到薪酬、培训、升迁等方面，强调了整个员工人力资源管理体系的系统性。为了保障Z公司的绩效管理改进的效果，需要全方位的辅助体系。首先，从思想上，公司重新提炼了自己的组织文化并下大力气进行了宣贯。其次，在组织上，公司从高层到员工，从组织结构到专业的管理团队，都给与了充分的保障。最后，公司在制度和流程上进行了重新的梳理。因为本文只是对于公司员工绩效的管理改进，对于公司绩效管理层面没有讨论，所以在今后的工作和研究中，如何加强公司绩效管理是需要逐步完善的。除此以外，还需要加强配套制度的完善。本文内容共分为六章。第一章为绪论，说明本文的选题背景与研究意义，本文的主要的研究内容以及研究思路等等。第二章为绩效管理相关理论。首先绩效相关理论，其次探讨了绩效管理与其它一些相关理论的关系，特别是可以顺利实施绩效管理的基础性条件，最后论述了绩效管理和激励之间的关系。第三章为Z公司的绩效管理改革的背景分析。首先分析了Z公司基本情况，包括公司概况以及公司组织结构等；其次介绍了Z公司的发展状况，战略转型升级的一些情况，以及现有的绩效管理的问题。第四章为Z公司绩效管理改进的具体内容。介绍了具体的思路以及成果，特别谈到了从绩效管理与其它人力资源结合的角度如何提升总体的绩效水平以及绩效管理过程中的几个关键性问题。第五章为从Z公司的绩效管理的辅助机制，主要介绍为了能在战略转型升级过程中顺利进行绩效管理的改进，Z公司做得配套性努力，包括企业价值观提取，企业的组织文化建设，公司配套的人力资源管理体系等等。 Z公司作为发展中的民营企业的代表，针对通过Z公司的案例分析得出结论应用到民营企业，针对他们的发展阶段以及我国民营企业经营水平的局限性以及经营绩效管理体系实施问题诱因，提出了对应的解决办法，以求能够帮助发展中的中国民企从而能够确保在实施过程中有效避免这些问题的发生，从而取得预想的效果。
英文摘要：	Chinese private enterprises ,by the end of 2012, has exceeded ten million, contributing 65% of the Chinese economy's GDP. But they are in the enterprise management level, except for a few large companies, are still in the relatively backward state. However, most of the enterprises in our country, especially in the number of Chinese enterprises accounted for the majority of medium-sized private enterprises, as well as the upgrading of business competitiveness in the market already has made substantial progress, is in an important period of transformation and upgrading, although they also recognize that the performance the importance of management, but the restrictions various reasons, has not established a set of complete and scientific, and can effectively improve the performance level of performance management systems. After nearly two decades of development, China's private enterprises have spent the first survival times, they raise the level of demand for management became increasingly obvious that corporate management is largely for the management of people, while the people management objective is to make the company's employees have a good level of performance in line with corporate objectives in order to achieve the organization's strategic planning goals, so there is no doubt that performance management is the enterprise management, particularly human resource management is the core content. How to mobilize the enthusiasm of the staff, to achieve corporate strategic goals, is placed in front of such enterprises pressing problems. Performance management system built on enterprise strategy, staff motivation aspect is extremely important, and he can help companies in the establishment of performance management is beginning to move toward standardization, helping to enhance their core competitiveness. Performance Management is the most important goal in the enterprise management to achieve organizational goals. An organization wants in the fierce market competition to achieve a competitive advantage, then the need to focus on performance management is a core part of their lies. So in order to help companies achieve their competitive advantage, and how the system works to protect the goals of the organization, including how scientific and effective performance management system has what features, these are problems in practice are business process needs to reflect and respond to The. British scholar Rogers, who then managed to equate performance management process of organizational performance. In the 1980s and 1990s, a large number of management ideas, concepts and practice of combining the case, in such a management practice, people constantly sum up the essence, it looks even more strategic vision or business plan, its The most important point is the core of performance management tasks and mission is to develop and maintain organizational strategies, of course, this process is to develop and adhere to, including how the organizational structure, technical support system, workflow and other supporting measures, the main objectives From an organizational point of view is to consider the target setting, performance improvements, and visits. The performance management as a complete system, it means to use the system's long-term strategic vision to look at the organization's performance appraisal and performance management, rather than simply focus on each stage or a certain period of performance results. As a complete system, performance management system is the organization's strategies and objectives closely linked, performance management many roles, including. The establishment of performance pay, promotion management, employee development, corporate atmosphere guidance, personnel selection, technical innovation guide, are to help and promote the organization's strategic objectives. Therefore, we can conclude that, excellent organizational performance management certainly contribute to the overall strategy and goals. Z company after ten years of development, from the original annual income 5000000-2012 annual revenues more than 30 million in the enterprise development has made considerable progress. Z in which the industry has its own influence, but the quality and management level personnel problem is Lately important issues restricting the development of enterprises. Companies are in an important period of transformation and upgrading of enterprises in the management of existing problems gradually exposed. Especially with the company to leave the existing production areas, invest and build factories in Tianjin, Beijing, a large number of highly educated technical and managerial personnel flows, and status of the existing management system can not adapt to a new situation now. In order to adapt to the transformation and upgrading of enterprises, enhance the management level of the entire enterprise development, the company carried out a performance management as the core of the performance management system improvements. Improved performance management system is not only a scientific performance management, as well as the corresponding supporting measures and safeguard mechanisms. After a year of operation, the system in the enterprise performance management has played a good role, in practice, based on the article for the Z's performance management improvements carried out analysis and research, research and analysis of the company's position and industry conditions and other original problem, analyze the new situation and development trend under new management for the company's requirements. By analyzing the original cause of the problem and to find the corresponding solutions. Z Company selected through improved performance management as a whole, the entry point to stimulate management to enhance the entire management system in order to achieve corporate strategic objectives and enhance the management level, combined with job management, compensation management and talent management to build the entire performance management system. In the performance management system itself, Z company improved systems emphasize from the performance planning, performance implementation, performance communication, performance appraisal and feedback, and performance improvement programs such as continuous improvement process. From an elevated level of the entire human resource management perspective, through the performance appraisal results to compensation, training, promotion and other aspects, emphasizing the entire staff systematic human resource management system. In order to protect the company's performance management improvement Z effect, require a full range of auxiliary systems. First, from the ideological, the company re-refining their organizational culture and great efforts were Publicizing. Secondly, in the organization, from top to company employees, the organization structure and professional management team, gave with adequate safeguards. Finally, the company in the systems and processes on a re-combing. Because this article is just for the company to improve employee performance management, performance management aspects of the company did not discuss, so in future work and research, how to strengthen the company's performance management is the need to gradually improve. In addition, you also need to strengthen supporting System. This article is divided into six chapters. The first chapter is an introduction, description of research background paper and research significance, the main research contents of this paper and the research ideas and so on. The second chapter is performance management theories. First performance related theories, followed by performance management and discusses some related theories relations, especially the smooth implementation of the basic conditions for performance management, performance management, and finally discusses the relationship between motivation. The third chapter is the Z company's performance management reforms in the background analysis. First, the basic situation of the Z, including company overview, and corporate organizational structure; followed by introduction of the Z's development, strategic transformation and upgrading some of the situations, as well as existing performance management issues. Chapter IV is Z improved corporate performance management specific content. Describes the specific ideas and results, in particular comes from the performance management and other human resources combined with the perspective of how to improve the overall level of performance and the performance management process of several key issues. Chapter V of the company's performance management from Z auxiliary mechanism, introduced in the strategic transformation and upgrading in order to smooth the process of performance management improvements, Z company is doing matching of efforts, including corporate values extracted, the organizational culture, Companies supporting the human resource management system and so on. Z Company as the development of private business representatives, for the Z-case analysis concluded that the company's application to private enterprises, for their stage of development and the level of China's private enterprises operating limitations and operational performance management system implementation issues incentives proposed the corresponding solutions in order to help in the development of Chinese private enterprises so as to ensure an effective implementation process to avoid these problems from occurring, to obtain the desired results.
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