本文選題：績(jī)效考核　切入點(diǎn)：人力資源　出處：《大連海事大學(xué)》2015年碩士論文

【摘要】：科學(xué)的人力資源績(jī)效管理是當(dāng)代企業(yè)人力資源管理工作中的一項(xiàng)重要的手段,支撐著企業(yè)更好地實(shí)現(xiàn)制度性的可持續(xù)發(fā)展。然而,各種不同類(lèi)型的企業(yè)在實(shí)施人力資源績(jī)效管理的過(guò)程中,卻都或多或少的存在這樣或那樣的問(wèn)題,并未有效地發(fā)揮出人力資源績(jī)效管理的作用,嚴(yán)重影響并制約著企業(yè)的發(fā)展�？�(jī)效管理從系統(tǒng)的角度可以分為組織層面和員工層面的績(jī)效管理兩個(gè)層次。員工的績(jī)效管理是管理者用科學(xué)的定性或定量的方法,對(duì)員工的工作效果和對(duì)企業(yè)的貢獻(xiàn)進(jìn)行評(píng)價(jià)的過(guò)程。當(dāng)前,雖然大到企業(yè)、小到部門(mén)都有績(jī)效考核標(biāo)準(zhǔn)和制度,但是員工績(jī)效管理的效果并不理想,在具體的執(zhí)行過(guò)程中,可能很多人都會(huì)覺(jué)得考核標(biāo)準(zhǔn)有問(wèn)題,但卻不知改如何解決問(wèn)題。績(jī)效考核是企業(yè)人力資源管理中重要的一環(huán),是人力資源管理的基礎(chǔ),也是改進(jìn)并提高企業(yè)管理水平的一種強(qiáng)有力的手段。人力資源管理系統(tǒng)中的其它環(huán)節(jié)都必須以員工的績(jī)效考核為基礎(chǔ),管理者可以掌握薪資、晉升、培訓(xùn)等方面決策的重要依據(jù)。建立一套完整、規(guī)范且行之有效的員工績(jī)效考核制度對(duì)企業(yè)來(lái)講是至關(guān)重要的,它可以實(shí)現(xiàn)如下三個(gè)目的：有利于完成組織目標(biāo)；有利于提高組織績(jī)效；有利于改善員工的行為并提升員工的素質(zhì)。面對(duì)現(xiàn)如今日趨激烈的人才競(jìng)爭(zhēng),企業(yè)只有建立一套科學(xué)的員工績(jī)效考核制度及人力資源管理制度,才能吸引并留住人才、提升企業(yè)的核心競(jìng)爭(zhēng)力。本篇文章的寫(xiě)成采用了多種科學(xué)的研究方法,主要從定性和定量的角度進(jìn)行研究分析,將理論研究與實(shí)際問(wèn)題結(jié)合起來(lái)進(jìn)行綜合的分析。最后,本文的研究表明：設(shè)計(jì)一套科學(xué)有效并符合零售企業(yè)現(xiàn)狀的績(jī)效管理體系,是一個(gè)最基本且最迫切的課題。通過(guò)對(duì)零售企業(yè)人力資源績(jī)效考核的現(xiàn)狀分析,結(jié)合績(jī)效考核的相關(guān)理論和方法,進(jìn)而對(duì)該公司的績(jī)效考核制度做出基本診斷,找出績(jī)效考核中存在的一些問(wèn)題,再通過(guò)對(duì)公司管理中存在的這些問(wèn)題進(jìn)行成因分析,最后結(jié)合公司實(shí)際情況提出優(yōu)化績(jī)效考核的主要對(duì)策。
[Abstract]:The scientific human resource performance management is an important means in the contemporary enterprise human resource management, which supports the enterprise to realize the system sustainable development better.However, in the process of implementing human resource performance management, various types of enterprises have more or less existing problems, which have not effectively played the role of human resources performance management.Seriously affect and restrict the development of enterprises.From the system perspective, performance management can be divided into two levels: organizational level and employee level.Employee performance management is a process in which managers evaluate the work effect of employees and their contribution to the enterprise by means of scientific qualitative or quantitative methods.At present, although there are performance appraisal standards and systems for large enterprises and small and medium-sized departments, the effect of employee performance management is not ideal. In the specific implementation process, many people may feel that there is a problem with the assessment standard.But I don't know how to solve the problem.Performance appraisal is an important part of enterprise human resource management, the basis of human resource management, and a powerful means to improve and improve the level of enterprise management.Other aspects of human resource management system must be based on employee performance appraisal, and managers can master the important basis of salary, promotion, training and other aspects of decision-making.The establishment of a complete, standardized and effective employee performance appraisal system is very important to the enterprise. It can achieve the following three purposes: to achieve organizational goals, to improve organizational performance, and to improve the performance of the organization.To improve the behavior of employees and improve the quality of employees.Facing the increasingly fierce talent competition, only by establishing a set of scientific employee performance appraisal system and human resource management system can enterprises attract and retain talents and enhance the core competitiveness of enterprises.This paper adopts many scientific research methods, mainly from the qualitative and quantitative point of view, the combination of theoretical research and practical problems for comprehensive analysis.Finally, the research shows that designing a scientific and effective performance management system in line with the current situation of retail enterprises is the most basic and urgent issue.By analyzing the present situation of the performance appraisal of human resources in retail enterprises, combining the relevant theories and methods of performance appraisal, this paper makes a basic diagnosis of the performance appraisal system of the company, and finds out some problems existing in the performance appraisal.Through the analysis of the causes of these problems in the management of the company, combined with the actual situation of the company, the main countermeasures to optimize the performance appraisal are put forward.
【學(xué)位授予單位】：大連海事大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類(lèi)號(hào)】：F272.92;F721

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