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S存储卡公司的绩效考核体系设计研究


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论文字数:50000字, 论文类型:原创|付费, 论文费用:¥850, 发布时间:2018年

【摘要】

S存储卡公司的绩效考核体系设计研究

随着全球经济一体化,企业之间的竞争范围逐渐扩大,有效管理人力资源已经成为企业组织获取竞争优势的重要途径。人力资源管理是企业经营管理职能中的核心,在现代企业的经营管理中发挥着重要的作用,而绩效管理作为人力资源管理的核心,而绩效考核又是绩效管理的关键环节,将直接影响到整个经营管理过程的有效性。如何正确对绩效考核进行定位,为该企业员工“量身定做”,制定一套适合本企业并健康发展的绩效考核体系,是国内外企业探索多年至今仍需改进的难题。
本文以S公司为例,根据 “提出问题―分析问题―解决问题―形成结论”的研究方法,对绩效考核理论进行梳理,并在此基础上探讨绩效考核体系再设计,推介绩效考评实施办法。首先,结合现代绩效考核的基本理论和核心思想,利用实证分析法及问卷调查法对该公司绩效考核体系的现状、问题及其原因进行全面、系统的研究分析,指出S公司管理员工及生产一线员工绩效考核中存在的问题;其次,阐述了绩效考核体系设计思路,即在工作分析及绩效考核特征分析的基础上,借鉴关键绩效指标法(Key Performance Indicator, KPI)和20世纪90年代初产生并被广泛应用的平衡计分卡法(Balance Scorecard, BSC),针对公司各个部门的实际营运情况,将公司的战略目标分解到各部门,最终落实到每一岗位,并根据层次分析法确定相应指标的权重;最后,结合360度反馈法对经优化设计的S公司绩效考核体系的导入和实施进行构建并提出相应改进意见和建议,以期取得良好的实施效果,增进部门之间的合作,工作绩效得到有效的控制和管理。
对于不同的公司在绩效考核体系及制度的需求可能也不尽相同,然而其共同点却是找到最适合本企业背景和战略目标并与之相一致的绩效考核体系。同时,绩效考核的有效利用,可以促进组织的发展和公司绩效的提高,也有助于挖掘和提高员工的潜能,特别是有助于将员工的个人目标与企业战略相结合,实现企业目标与个人发展的平衡,进而实现企业可持续发展, 最终使组织和员工共同受益。本文运用平衡计分卡及关键绩效指标理论对S公司绩效考核管理体系进行优化研究,重新构建绩效管理指标,旨在实现企业战略管理目标与绩效指标的紧密结合,同时也希望通过这次实践,为制造型外资企业在绩效考核方面提供一些有益的参考。

关键词:绩效考核体系   关键绩效指标法(KPI) 
平衡计分卡法(BSC)  S公司
 
ABSTRACT
With the global economic integration, the scope of competition among enterprises gradually intensified. Effective human resources management has become an important way for enterprise organizations to gain competitive advantage. Human resources management is the core business management functions, plays an important role in the modern enterprise management. Meanwhile, performance appraisal is a key part of performance management in human resource management, will directly affect the effectiveness of the business management process. How to properly treat the performance appraisal and custom-made a healthy and suitable performance evaluation system for all employees is a puzzle which has not so far been solved well although domestic and international enterprises.
It is a case study of “S” company in this paper base on the research methods of “Ask questions - Analysis the problem – Solve the problem - Conclusions”. The purpose is to sort out the theory of performance evaluation, and re-design the performance appraisal system to promote the implementation of performance evaluation methods. First of all, Base on the basic theories and the core ideas of the modern performance appraisal, we have made a systematic analysis about the current performance appraisal system of S corporation using empirical analysis and questionnaire methods. Find out the problems of performance appraisal in management staff and production line staff. Secondly, describe the design concept of the performance appraisal system and analysis the performance appraisal characteristics, then break down company strategic objectives to the various departments and eventually to every positions base on the reference method of Key Performance Indicators (KPI) and widely used Balanced Scorecard (BSC) which generates in the early 1990s. Then, determine the index weights according AHP. Finally, import and implement the optimized performance appraisal system according 360-degree feedback method. Hope to achieve good implementation, enhance the cooperation between the departments and control the job performance effectively.
    There are different requirements in the performance evaluation system for different companies, but the common element is to find the most suitable one for the business background and strategic objectives. However, in the modern enterprise management, the effective using of performance evaluation not only can promote the development and performance improvement of organization, but also help to improve the staff's potential and particular to well combine personal goals and corporate strategies, then achieve the balance between business objectives and personal development and the sustainable development of enterprises. In this paper, I will have a study at Balanced Scorecard and Key Performance Indicators theory and optimize S company’s performance evaluation system, then re-build performance management indicators, to combine corporate strategic management objectives and performance indicators closely. Also hope through this practice, can provide some useful reference in the performance evaluation system to other manufacturing foreign-funded enterprises.

Key Words:Performance appraisal system,Key Performance Indicators (KPI),Balanced Scorecard (BSC),S corporation

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