【作者】 刘卫球；

【导师】 叶蜀君；

【作者基本信息】 北京交通大学 ， 工商管理， 2007， 硕士

【摘要】 搞好绩效管理，促使员工提高绩效，是企业提升整体效益和增强核心竞争力的重要保证。尤其类似广州思唯可公司这样的小型外资企业，如何根据中国国情和企业实际情况，建立一套科学有效的绩效管理体系，以提高自身竞争力，是企业能否持续发展的关键。通过对广州思唯可公司绩效考核制度及员工对该公司绩效考核现状的心理倾向展开访谈和问卷调查，结合调查结果，本文对该公司绩效现状进行了分析，试图找出其存在的问题和不足，并运用先进的绩效管理理论和现代激励理论，从思想准备、组织准备、工作分析及绩效指标体系设计等基础工作入手，特别地在组织准备中，结合国内外许多绩效管理成功案例的经验，将绩效管理领导小组凌驾于各部门之上直接向总经理汇报，有助于实现绩效管理的战略目的，促进形成一个以绩效为导向的企业环境。本文改变原来孤立对待绩效考核的局面，建立包含绩效计划、绩效实施、绩效考核、绩效反馈和绩效结果运用五个子体系的绩效管理系统，强调持续的绩效沟通和员工的参与，对如何进一步完善广州思唯可公司绩效管理体系提出了建议及具体的改进方案。本文的有关研究结果和改进方案于2007年第一季度完成并得到广州思唯可公司高层领导的认可和重视，新的绩效管理体系在第二季度开始实施。虽然实施时间不长，但取得了令人欣喜的效果：员工工作积极性得到提高，二季度公司的销售额比一季度上升了18％，二季度公司员工流失率与去年同期相比从15％骤减到3％，病假缺勤率从一季度的7％下降到1％等。该方案在实施过程中也存在一些不足之处，将在实践中不断完善。更多还原

【Abstract】 Make good of performance management and improve employees’ performance, is the important warranty for an enterprise upgrades its whole benefits and strengthen core competence. Especially as a small-sized foreign-owned enterprise as Guangzhou Savcor Technologies Co., establishing a scientific and effective performance management system according to the actual situations of China and company, is the key for an enterprise’s continuous development.Through employees interviews and questionnaire survey for performance appraisal system and employees’ psychology tendency to current situations, this thesis analyses and tries to find out problems and shortage of Savcor performance system, and starts with preparation work in people’s concept, company organization, job analyzing and performance index designing under the guidance of advanced theories of performance management and motivation. Especially, establishing performance management leading group above all the function Departments and reporting to the general manager directly help to realize strategic purpose of performance management and form a performance-oriented atmosphere within the company. Besides, the thesis also change original system which isolates performance appraisal, set up new performance management system including five sub-systems as performance planning, performance implementation, performance appraisal, performance feedback and performance results application and emphasize continuous communication and employees’ participation. The thesis provides advices and concrete scheme on how to improve Savcor’s performance management system.The research result and improving scheme are completed at 1^st quarter of 2007 and accepted by senior leaders of Savcor. New performance management system carried out at the 2^nd quarter. Though implementation time is not long, exhilarated effects are gained: employees’ work enthusiasm step up, sales volumes increasing by 18% than the 1^st quarter of 2007, employees’ turnover rate of 2^nd quarter 2007 is decreasing from 15% to 3% than the same period of last year, absent rate due to sick leaves is dropping from 7% to 1%. The scheme is facing some problems during the execution process, and they will be improved in future.更多还原