联系我们

论文查询结果	返回搜索

论文编号：	6623
作者编号：	2220130957
上传时间：	2014/12/1 15:58:20
中文题目：	中国小微企业核心员工绩效管理模式研究
英文题目：	Study on the Performance Management Model of Core Staffs in Chinese Small and Micro Enterprises
指导老师：	申光龍
中文关键字：	小微企业 核心员工 绩效管理 绩效评价
英文关键字：	Small and Micro Enterprise; Core Staff; Performance Management; Performance Evaluation
中文摘要：	小微企业是中国经济的重要组成部分，也是市场经济中最活跃的细胞，广泛分布在国内各个地区的各个行业。小微企业国家对经济和社会发展极具战略意义，其在增加就业、促进经济增长、科技创新、社会和谐与稳定等方面起到了不可替代的作用。政府为促进小微企业的发展也提供了相应的支持。但在当前激烈竞争的环境下，小微企业仅仅依靠政府部门的扶持还远远不够。　　　小微企业转变发展方式、提高造血功能、提升抵御风险的能力，才能保持可持续的发展。除了资金的支持，小微企业还需要如团队、技术、资源、知识等软力量的不断加强，尤其是团队的建设与管理。而团队建设是企业发展运营的重要基础，是帮助企业实现战略目标、提升竞争优势，提升业务管理水平以及抵御企业管理风险的的重要保障。对于绩效管理，其实质在于实现部门或企业目标、提升企业的运营效率。而企业各项活动成功运营的要素在于人，小微企业核心员工的管理就成为了其在应对各种挑战的情况下实现更好发展的重要的手段。因此，本文的研究重点就聚焦到小微企业核心员工的绩效管理模式上。　　　为对中国小微企业核心员工的绩效管理进行研究，本文采取了多种研究方法。本文用定性研究方法对中国小微企业核心员工的绩效管理进行了深入分析。其中运用了归纳和演绎、分析与综合以及抽象与概括等方法。在研究中，对获得相关要素在思维层面的研究，从而认识到管理的核心本质和内在规律。本论文在素材资料的整理收集上，运用了历史资料研究法。同时，本文还采用比较分析法，对相似或相关问题的数据等资料进行了详细比较，从而揭示了研究对象的内在差异和矛盾。另外，本文还运用案例分析法对小微企业的人力资源管理进行了科学分析，从而最终构建了符合企业实际的中国小微企业核心员工绩效管理模式。　　　本文的研究对象是小微企业核心员工绩效管理，具体的研究内容包括：　　　第一，通过对国内外有关小微企业核心员工及其绩效管理文献的整理与解读，对小微企业的研究范畴进行界定，并从核心员工的定义、特点、作用以及绩效管理四个方面进行分析总结。　　　第二，根据小微企业的发展现状，分析与研究小微企业的发展过程中的挑战、机遇以及核心员工管理中存在的关键问题等。　　　第三，为小微企业设计了核心员工绩效管理框架，并在此基础上分析了核心员工绩效管理指标以及具体实施方法，为小微企业核心员工的绩效管理建立了完整的系统框架。　　　第四，通过对高科技医疗科技公司绩效管理案例的分析，分析了小微企业核心员工绩效管理方法的应用情况，并在此基础上建立了小微企业的绩效管理体系。　　　本文在构建小微企业核心员工绩效管理绩效模式时，提出了“平衡”的理念。为了实现小微企业新的平衡，本文把绩效管理体系分成了软实力构建与企业硬实力构建等两部分。对小微企业的员工来讲，软实力是精神动力，而硬实力工作的标准和方法。在软实力和硬实力的共同作用下，使小微企业实现了发展平衡。　　　本文的研究成果能给中国小微企业在核心员工绩效管理提供有益的借鉴，从而使小微企业能更加有效的利用企业的人力、物力等资源。同时，本文针对中国小微企业的人力资源管理进行了深入研究，为小微企业人力资源管理的绩效管理提供了有价值的管理模式，为众多的中国小微企业人力资源管理提供有价值的参考和借鉴，从而有助于降低中国小微企业的经营风险。
英文摘要：	Small and micro enterprises are the important part of national economy, one of the most active cells of market economy. Small and micro enterprises, which are widely distributed in all walks of life and all regions, play an irreplaceable role in increasing employment and promoting economic growth, technological innovation, social harmony and stability, and so on. Therefore, they are of important strategic significance for national economic and social development. With the survival and development of small and micro enterprises faced with the reality of the rising costs of production and business, it is not enough for small and micro enterprises only by the state and government support. The small and micro enterprises should change development modal and improve their own hematopoietic function to resist the economic risks and ensure the healthy development of economic, which is significant. The capital is needed for small and micro enterprises, but more than just capital, something will become more critical, such as technology, resources, experience, knowledge and other soft powers. Obviously, talent is the fundament of these soft powers. With the talent, technology, management, knowledge, experience and other forces will be strengthened. Therefore, talent is the most important factor for the development of small and micro enterprises, which cannot be avoided. Among them, the core staff can help the enterprises to achieve strategic objectives, to maintain and improve the enterprises’ competitive advantage, or can help improve the management of business executives, the viability and resilience of enterprises’ risk management. The essence of performance management is to realize the goal of organization and to improve the company's operating efficiency. Under the complex condition，the key factor for small micro enterprises to achieve better survival and development is the management and development about the core staff. 　　In order to study the performance management model of core staffs in Chinese small and micro enterprises, this paper adopted a variety of research methods. This text mainly uses the qualitative research method, such as inductive and deductive, analysis and synthesis, abstraction and generalization, to study the core staff performance management of the small and micro enterprises. In order to recognize the core essence and inherent law of the object, this paper analyzed the ideological level?of the elements. ?This paper use the historical research method to analyze the material data of the small and micro enterprises. At the same time, this article also reveals the intrinsic differences and contradictions of the research object uses the comparison analytic method. In addition, this paper also analysis?the human resources management uses the case study method and finally constructs a core employee performance management mode for Chinese small and micro enterprises. 　　　In this paper, the performance management model of core staffs in Chinese small and micro enterprises is studied, which specifically includes: (1) By reading and analyzing the domestic and international research literatures on the core staff of small and micro enterprises and performance management, the research areas on small and micro enterprises and the key staffs were defined. And then we analyzed and summarized the study of key staffs in four areas which are definition, features, functions and performance management. (2) We summarized and analyzed the domestic and foreign research results on the performance management of core staffs in Chinese small and micro enterprises. According to the status quo of Chinese small and micro enterprises, we analyzed the development difficulties, development opportunities, the key problems in the management of core staffs in Chinese small and micro enterprise.(3) The framework of the performance management of core staffs in Chinese small and micro enterprises was established. And based on the framework, we designed the indicators on the performance management of the core staffs and the specific implementation methods. Thus, the system of the performance management of core staffs in Chinese small and micro enterprises was completed.(4) We applied the proposed method of performance management of the core staffs in an actual high-tech medical technology companies. Through the application case, the actual establishment of the performance management system was demonstrated. 　　　At the time of building a performance management pattern for Chinese small and micro enterprises, this paper put forward a concept of "balance". In order to make small and micro enterprises to achieve the new equilibrium, this paper divided the performance management system into two parts: the soft power and the hard power. For the employee of small and micro enterprises, the soft power is spiritual power and the hard power is standards and methods. Under the common role of soft power and hard power, the small and micro enterprises can realize balanced development. 　　　The research achievements of this paper can help Chinese small and micro enterprises to improve utilization efficiency of resources, such as manpower, material resources, etc. At the same time, this paper proposes a valuable management mode for Chinese small and micro enterprises on the basis of in-depth study of human resource management practice. This research results can provide methods and ideas of human resource management for numerous small and micro enterprises. In this way, this paper will help small and micro enterprises to reduce the management risk.
查看全文：	预览  下载(下载需要进行登录)