【摘要】：隨著經(jīng)濟全球化的發(fā)展，企業(yè)間的競爭越來越激烈，并逐漸升級為人才的競爭。高素質(zhì)的人才慢慢成為企業(yè)最重要的資產(chǎn)。因此，，在企業(yè)管理中，人力資源的管理逐漸成為企業(yè)管理的核心，而績效考核作為其重要的組成部分，是提高企業(yè)和員工工作績效的重要工具，因此，設(shè)計一套科學合理的績效考評體系，將對企業(yè)的文化的形成以及企業(yè)能否持續(xù)、穩(wěn)定、健康的發(fā)展發(fā)揮著愈來愈重要的作用。 本文以升達裝飾公司為樣本，結(jié)合其當前的員工績效考核方式，通過收集資料、現(xiàn)場調(diào)查、文獻分析等方法，對升達裝飾公司的內(nèi)部具體情況及公司現(xiàn)行的績效考核體制現(xiàn)狀進行調(diào)查分析，分析了公司內(nèi)部現(xiàn)存的績效考核工作存在的問題。文章運用KPI、360理論，提出了對于原先績效考核方案的優(yōu)化方案，并對績效考核的流暢、原則及實施的保證措施進行了設(shè)計。新的績效考核體系能夠?qū)ζ髽I(yè)的員工實際情況有更全面的展示，可以提高員工的工作熱情，調(diào)動其工作積極性，從而減少工作人員的過高流動率，促進企業(yè)績效管理水平的提升，對于保證企業(yè)的競爭力可持續(xù)發(fā)展有重要的意義。 同時，也希望通過對升達公司績效考核體系的研究，為建筑裝修行業(yè)內(nèi)的績效考核體系提供有益的參考。
[Abstract]:With the development of economic globalization, the competition among enterprises is becoming more and more fierce and gradually upgraded to the competition of talents. High quality talents have gradually become the most important assets of enterprises. Therefore, in the management of enterprises, the management of human resources has gradually become the core of enterprise management, and performance assessment is an important part of the enterprise, and it is to improve the enterprise and the enterprise. Therefore, the design of a scientific and reasonable performance evaluation system will play an increasingly important role in the formation of the enterprise culture and the sustainable, stable and healthy development of the enterprise.
This article takes Shengda decoration company as a sample, combined with its current employee performance evaluation method, through collecting data, field investigation, literature analysis and other methods, the internal specific situation of Shengda decoration company and the current performance appraisal system of the company are investigated and analyzed, and the existing problems in the performance appraisal work in the company are analyzed. Using KPI and 360 theory, the article puts forward the optimization scheme for the original performance assessment scheme, and designs the smooth performance assessment, the principle and the implementation guarantee measures. The new performance evaluation system can have a more comprehensive display of the actual situation of the employees, and can improve the enthusiasm of the employees and mobilize their enthusiasm for work. In order to reduce the excessive turnover rate of staff and promote the improvement of performance management level, it is of great significance to ensure the sustainable development of enterprises' competitiveness.
At the same time, it also hopes to provide a useful reference for the performance appraisal system in the building decoration industry by studying the performance appraisal system of Shengda company.
【學位授予單位】：河北工業(yè)大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F272.92;F426.92

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