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论文编号：	7445
作者编号：	2120132722
上传时间：	2015/6/9 22:22:34
中文题目：	A企业团队绩效考核体系构建研究
英文题目：	The research on building the team performance measurement system of A corporate
指导老师：	崔勋
中文关键字：	团队;绩效考核;团队绩效;团队绩效考核
英文关键字：	team;performance appraisal;team performance;team performance appraisal
中文摘要：	绩效考核即是对绩效进行考查与核实,以确定公司或组织中的个体与团队对所设定目标的理解,任务执行过程和任务完成结果,用以区分优劣,并作为评判和奖罚的基础。 绩效考核一直以来都是各种组织、团队、公司团体用以考核团队和个人工作成绩,能力水平和工作结果的重要衡量方式。知识经济的到来,团队成为了企业运作的一种重要形式。 企业项目以团队的工作方式也日益得到较多企业的采纳。 对于任何一个团队来说,绩效考核都是一个至关重要的问题,是对团队中成员能力与薪酬的积极肯定, 这将对团队中成员的相互协作、参与配合、团队的内部凝聚力等起到正向的积极引导作用。然而,A企业绩效管理目前存在考核指标单一,考核标准不清,缺乏科学的考核体系等问题。虽有团队小组织的存在,但没有相配合的团队绩效考核体系。 目前,由于企业面临严峻的市场竞争,产品升级,技术转型,急需建立项目团队以适应组织的变革,团队的绩效考核体系建立成为必然。新的团队绩效考核体系将改变原有绩效考核所存在的问题。 为此,本文提出一种根据团队工作任务的特点而设定的绩效考核体系,该体系以平衡计分卡为基本框架,以系统管理理论为指导,从团队和团队个体两个层面对团队绩效进行考评。 团队层面的绩效考核主要从企业财务、客户服务、内部流程、学习与成长四个维度进行考核,紧密围绕根据公司战略分解到团队层面的工作目标而设定绩效考核指标。 团队个体层面考核,以成员行为过程和结果两个维度设定相应指标。最后,为保障团队绩效考核体系的有效运行, 论文从信息网络建设、人力资源管理、组织团队建设与企业文化建设等四个维度保障方案实施。
英文摘要：	Performance evaluation that is carried out to examine and verify the performance, helps employee understand the individual and team goals of a company or organization, determine task execution and task completion results, distinguish the pros and cons, as a judge and the basis of reward and punishment .Performance evaluation has always been an important measure of the team and individual work performance, ability level and results of the work of the team, various organizations With the knowledge economy coming, the team has become an important form of business operations A project team of enterprise has been increasingly adopted by many companies For any team, performance appraisal is a critical issue Team performance appraisal is important for a comprehensive evaluation and assessment of each team member, and the positive affirmation of the team members , which will play an active role in collaborating team members However, performance assessment indicators of A corporate is single, assessment criteria is unclear and the lack of scientific evaluation system and so on Although the team is present, there is no team performance evaluation system At present, because market competition is severe, and product and technology are new, it is the urgent need to establish a project team to adapt the changes in the organization It is inevitable to establish the team's performance appraisal system The new performance appraisal systems are different from the old ones Therefore, this paper sets a performance appraisal system based on the characteristics of the task team, which makes use of balanced scorecard as the basic framework and systems management theory as a guide This paper sets the new performance appraisal systems from two levels of the team and the individual The team performance appraisal is mainly from four dimensions assessment of finance, customer service, internal processes and learning and growth, focusing on the company's strategy to break down performance assessment indicators The individual performance assessment sets the appropriate indicators from the two dimensions of the process and results of the conduct of members. Finally,in order to guarantee the team performance appraisal system,the paper sets programs from four dimensions of information network,human resource management,team building and culture.
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