中小企业绩效管理的问题和对策研究――以宁波XX人力资源有限公司为例
随着我国经济的不断发展，中小企业在国民经济中具有举足轻重、不可替代的地位和作用。许多中小企业试图通过加强绩效管理，来提升企业的整体绩效水平，进而提升企业在市场中的竞争力。但是如何建立科学、合理的绩效管理体系，促进企业绩效水平提高，增强企业核心竞争力，已成为一个非常重要的研究课题。
本文以宁波XX人力资源有限公司（以下简称宁波XX公司）为例，宁波XX公司作为派遣行业中的中小型企业，其绩效管理问题具有一定的普遍性和代表性。本文通过案例研究发现,中小企业绩效管理中存在着一些问题，即：绩效管理与发展战略相脱节；绩效管理认识上的偏差—把绩效考核等同于绩效管理；没有重视工作分析；绩效指标设置不科学，绩效指标权重设置不合理；考评主体单一，评价者主观影响较大；不能充分利用绩效考核的结果。本文针对以上的问题，提出了一些解决对策：树立战略性绩效管理的观念, 更新绩效管理观念, 把绩效管理与工作分析联系起来, 科学合理地设置关键绩效指标和权重, 对考核者进行相关的培训, 把绩效考核的结果与员工的职业生涯紧密相连起来。
关键词：中小企业；绩效管理；关键绩效指标
Abstract
With the continuous development of our economy, SMEs in the national economy has a significant and irreplaceable status and role. Many SMEs are trying to strengthen performance management, to improve the overall performance level of enterprises, enhance its competitiveness in the market. But how to establish scientific and reasonable performance management system and promote the level of business performance to improve and enhance their core competitiveness has become a very important research topic.
In this paper, human resources, Ningbo XX Co., Ltd. (here after referred to Ningbo XX company), for example, sending the industry of Ningbo XX company as small and medium enterprises in their performance management has a certain universality and representation. Through case studies found in the performance management of SMEs there are some problems, namely: performance management and development strategy out of line; performance management, the deviation of understanding - the performance evaluation is equivalent to performance management; not emphasis on job analysis; performance indicators set unscientific, unreasonable weight setting performance indicators; evaluation of the main single, subjective evaluators greater impact; can’t take full advantage of the performance results. In this paper, the above problems, proposed some solutions: establish the concept of strategic performance management, updating the concept of performance management, performance management and job analysis to link the scientific and rational way to set key performance indicators and weights are associated to the evaluation training, the performance results with the staff's career closely linked together.
Key Words: SMEs; performance management; Key Performance Indicators
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