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论文编号：	7062
作者编号：	2220120441
上传时间：	2014/12/11 10:38:32
中文题目：	H化工公司绩效管理体系优化研究
英文题目：	Study on Optimization of Performance management system for H Chemical company
指导老师：	袁庆宏
中文关键字：	目标管理；绩效管理；绩效管理体系；化工公司
英文关键字：	target management，performancemanagement，performance management system， chemical industry company
中文摘要：	绩效管理的价值与方法论正被许多的企业采用，越来越多的企业家也非常重视。绩效管理是对公司的资源进行规划、组织和使用，以达到目标的过程。绩效管理模式一般分为三个层次，即组织行为绩效、部门行为绩效和员工行为绩效。绩效管理以目标为导向，既重视成果，也重视行为过程，绩效考核只是绩效管理过程中的一个环节。 笔者选择H化工公司绩效管理体系研究，基于建立目标管理的绩效管理体系实践，研究范围在团队绩效和员工绩效两个层次上。研究结论具有鲜明特点。 一是组建纵横相连的业绩指标库，形成多维度绩效管理体系。纵向从组织到员工；横向从显现业绩指标到隐性业绩指标。实现绩效管理组合方式多样化：业绩评价指标可量化；工资分配部门化；绩效评价全年化。实现绩效管理与二级核算（绩效核算基础）、“四标”管理（绩效管理拓展）、职位管理（绩效管理的发展方向）等多级联动。 二是凸显价值指标的激励作用，强化绩效导向能力。利用模拟现价成本贡献奖励、经济增加值核算和文明工厂评价，将目标导向及分配激励引入生产一线。推行绩效管理柔性化，坚持正激励方向。 三是拓宽绩效结果的应用。适用于员工职位晋升的基础、后备人才库的重要依据、中层管理人员素质测评的主要内容、员工绩效系数应用于工资分配、员工学习及培训的参考、职称履职考评和聘任考评；兑现部门绩效工资和工资总额的依据、衡量部门模拟经营业绩的工具、帮助部门发现和解决问题。 本文从解决企业实际问题出发，借鉴其公司原有绩效管理体系的有益部分，从而使方案更具有操作性。
英文摘要：	On the value and method of performance management is being adopted by many enterprises, more and more entrepreneurs are very seriously. Performance management is planning, organization and use of company resources, in order to achieve the goal of. Performance management modes are divided into three levels, namely the company performance, department performance and employee performance. Performance management goal oriented, both results, also pay attention to behavior process, a means of performance appraisal is only in performance management process. Research on performance management system of H chemical company choose the author, practice of performance management system establishment based on target management, the scope of the study at two levels of team performance and staff performance. The research conclusion has distinctive features. One is the performance index base formed vertically and horizontally connected, forming a multi dimension performance management system. Longitudinal from organization to employees; laterally from the show performance indicators to implicit performance index. To realize the combination of performance management diversification: performance evaluation indicators can be quantified; Wage Distribution Department; performance evaluation of whole year. Implementation of performance management and two level accounting (accounting based performance), "four" management (performance management, position management (expand) the direction of development of performance management) and other multilevel linkage. Two is the incentive effect highlights the value of index, strengthening performance oriented ability. Using the simulated price cost contribution award, economic value added accounting and civilized factory evaluation, the goal oriented and incentive distribution into the production line. The implementation of performance management flexibility, insist on the positive incentive direction. Three is to broaden the application of performance results. Applicable to staff promotion foundation, talent pool, an important basis for the middle management personnel quality assessment of the main content, employee performance factor applied to the distribution of wages, employee training and learning reference, Title Evaluation of performance of their duties and Employment Evaluation; cash department performance wage and payroll departments according to measure business performance, simulation tools, help the Department to find and solve problems. This paper from the solution actual problem of the enterprise, draw on the useful part of the original performance management system of the company, so as to make the scheme more operational.
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