【作者】 姜鲲；

【导师】 赵永乐；

【作者基本信息】 河海大学 ， 企业管理， 2006， 硕士

【摘要】 组织的战略执行结果往往通过绩效的形式体现出来,绩效考核是战略执行结果的管理工具。作为绩效考核工具——岗位绩效指标体系强凋对各岗位绩效产生过程的监控,通过对行动过程中各项指标的观察与评估,保证战略目标的实现。本文以我国企业为背景,以岗位为研究对象,以战略管理和绩效管理为理论基础,提出了以战略为导向的岗位绩效指标体系,并从统计学的角度及设定岗位绩效指标与组织战略、岗位绩效的关系界定了以战略为导向的岗位绩效指标体系的概念。经过研究,将该体系的基本框架确定为四个层次,四大系统。 本文第三章重点研究了以战略为导向的岗位绩效指标体系的构建过程。该体系是在对战略目标进行分解的基础上,运用鱼骨图分析法等研究方法设定岗位绩效指标,并依据岗位绩效指标在实现岗位绩效目标中的作用将其分为岗位产出与成果指标、岗位关系指标、岗位流程指标和岗位投入指标,最后根据岗位绩效指标与企业、部门、岗位的关系对初步确定的岗位绩效指标进行分类。本文的第四章根据以战略为导向的岗位绩效指标体系的应用过程对其进行分析,主要针对其在设定、实施、考评岗位绩效目标,及考评结果中的应用进行分析。最后第五章对L企业的岗位绩效指标体系进行案例分析以作为全文理论研究的参考。更多还原

【Abstract】 The outcome of enterprise strategic implementation often reflected in the form of performance, the performance appraisal is the management tool of the strategy implement results.As performance appraisal tool - post performance index system emphasis to various posts performance generating process monitoring, through motion process in each index observation and appraisal, to guarantee strategic target realization. The paper take the enterprise in my country as background,and take the post as study object;and take the strategic management and performance management as theoretical basis,this article proposed take the strategy as the guidance of post performance index system, and make the concept of strategic oriented of post performance index system from statistics angle as well as the hypothesis post performance index and the enterprise strategy, the post performance index relations. After the research, this system bare bone determination is five levels, four large-scale systems.The third chapter of this article emphasis studied on the process of construction of t strategic oriented of post performance index system. This system is in carries on the analysis to the strategy in the foundation, utilize strategic target research technique hypothesis post achievements target and so on transformation table, yugutu analytic method.And on the basis of their performance indix in achieving their strategic objectives of its role into their core performance indicators, and post core flow indicators, and post primary responsibilities of key indicators and status indicators that the quality of the four indicators, the final nature and based on indicators and enterprises, departments and positions on the relationship established by the initial post classification performance indicators.The fourth chapter of this article according to analyse to the application process of strategic oriented of post performance index system. Mainly according to it in the strategic management, the employment advertise selects, the performance management and the drive mechanism application carries on the analysis. Finally at the fifth chapter carries on the case analysis to the L enterprise’s post performance index system to take the full text fundamental research the reference.更多还原