【摘要】：企業(yè)建立一套科學(xué)實(shí)用、適合戰(zhàn)略發(fā)展的績(jī)效考核體系,已成為企業(yè)管理的一個(gè)重要課題。零售行業(yè)的競(jìng)爭(zhēng)日益激烈,各運(yùn)營(yíng)商紛紛將服務(wù)競(jìng)爭(zhēng)放在重要位置。而新的長(zhǎng)沙百幸鞋業(yè)公司要獲得更多的市場(chǎng)份額,就必須充分做好營(yíng)業(yè)人員的工作引導(dǎo)。而績(jī)效評(píng)估機(jī)制是企業(yè)管理的重要內(nèi)容,也是人力資源管理的一個(gè)重要方面,關(guān)系到全體員工的切身利益,以及企業(yè)的健康可持續(xù)發(fā)展。 本文先從績(jī)效管理基本理論入手,介紹了國(guó)內(nèi)外的理論研究現(xiàn)狀和績(jī)效評(píng)估的主要方法,提出了本文的研究?jī)?nèi)容和研究思路方法。根據(jù)長(zhǎng)沙百幸鞋業(yè)公司的基本情況、公司的競(jìng)爭(zhēng)環(huán)境和未來(lái)的發(fā)展戰(zhàn)略、現(xiàn)有的人員績(jī)效評(píng)估機(jī)制,分析現(xiàn)有的績(jī)效管理體系存在的問(wèn)題和出現(xiàn)這些問(wèn)題的原因�？�(jī)效評(píng)估遵循“以人為本,顧客和消費(fèi)者至上為導(dǎo)向”、樹(shù)立責(zé)任、確立效能的基本理念；改進(jìn)目標(biāo)為提高員工工作滿意度和改善企業(yè)人力資源利用率。長(zhǎng)沙百幸鞋業(yè)公司人員工作績(jī)效考核主要包括來(lái)自工作業(yè)績(jī)、工作態(tài)度及行為表現(xiàn),直接主管工作建議以及部門經(jīng)理工作建議四個(gè)角度的指標(biāo)。最后對(duì)方案的預(yù)期效果、可能的障礙和實(shí)施策略進(jìn)行了評(píng)價(jià)并討論了績(jī)效評(píng)估方案的實(shí)施的相關(guān)制度保障,主要包括招聘與晉升制度、培訓(xùn)制度和薪酬制度。 本文通過(guò)對(duì)長(zhǎng)沙百幸鞋業(yè)公司員工的績(jī)效管理現(xiàn)狀進(jìn)行研究,為公司量身定做一套績(jī)效改進(jìn)方案,希望在提高公司的管理水平、提升每個(gè)員工的工作績(jī)效,促進(jìn)公司快速發(fā)展的同時(shí),為其他企業(yè)的發(fā)展提供一些建議。
[Abstract]:It has become an important subject of enterprise management to establish a set of scientific and practical performance appraisal system suitable for strategic development. The competition of retail industry is becoming more and more fierce, and operators put service competition in an important position one after another. And the new Changsha Baixue shoe company to gain more market share, must fully do the work of business personnel guidance. The performance evaluation mechanism is an important part of enterprise management and also an important aspect of human resource management. It is related to the vital interests of all employees and the healthy and sustainable development of the enterprise. This paper begins with the basic theory of performance management, introduces the current situation of theoretical research and the main methods of performance evaluation at home and abroad, and puts forward the research contents and research methods of this paper. According to the basic situation of Changsha Baixue Shoe Company, the competitive environment and future development strategy of the company, the existing personnel performance evaluation mechanism, analysis of the existing performance management system problems and the causes of these problems. Performance evaluation follows "people-oriented, customer and consumer-oriented", set up responsibility, establish the basic concept of efficiency, improve the employee job satisfaction and improve the utilization of human resources. The performance appraisal of Changsha Baixun Shoe Company mainly includes four aspects: work performance, work attitude and behavior performance, direct supervisor's job suggestion and department manager's work suggestion. Finally, the paper evaluates the expected effect, possible obstacles and implementation strategies of the scheme and discusses the relevant institutional safeguards for the implementation of the performance evaluation scheme, including recruitment and promotion system, training system and salary system. Through the research on the present situation of employee performance management in Changsha Baixue Shoe Industry Company, this paper makes a set of performance improvement plan tailored for the company, hoping to improve the management level of the company and enhance the work performance of each employee. Promote the rapid development of the company at the same time, for the development of other enterprises to provide some advice.
【學(xué)位授予單位】：湖南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F426.86;F272.92

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 王艷艷;;論戰(zhàn)略性績(jī)效管理的理論基礎(chǔ)[J];商業(yè)研究;2012年03期

2 張一江;;民營(yíng)企業(yè)績(jī)效考核中存在的問(wèn)題及策略分析[J];佛山科學(xué)技術(shù)學(xué)院學(xué)報(bào)(社會(huì)科學(xué)版);2008年04期

3 安世民;蘇娟;;企業(yè)績(jī)效考核中必須正確處理的問(wèn)題[J];西北工業(yè)大學(xué)學(xué)報(bào)(社會(huì)科學(xué)版);2008年02期

4 池永明;;企業(yè)績(jī)效管理有效性因素分析——如何使績(jī)效管理更有效[J];中國(guó)管理信息化;2013年01期

5 李鐵源;;企業(yè)績(jī)效管理中存在的問(wèn)題及對(duì)策[J];經(jīng)濟(jì)縱橫;2008年03期

6 張書玲;張禾;曹建安;;基于戰(zhàn)略的企業(yè)多層次績(jī)效管理體系的研究[J];科技管理研究;2007年09期

7 紀(jì)建偉;;淺析人力資源績(jī)效管理問(wèn)題及其對(duì)策[J];科技與企業(yè);2012年05期

8 洪雁;王貫中;;基于流程的績(jī)效管理設(shè)計(jì)與應(yīng)用[J];科技與管理;2007年05期

9 劉志;;關(guān)于企業(yè)員工績(jī)效管理的對(duì)策研究[J];經(jīng)濟(jì)研究導(dǎo)刊;2013年03期

10 陳少鈴;部門KPI考核——北京隆達(dá)輕工控股有限責(zé)任公司的總部管理[J];企業(yè)管理;2003年08期

，

本文編號(hào)：2400608