【作者】 杨婷；

【导师】 张发明；

【作者基本信息】 南昌大学 ， 工商管理（专业学位）， 2020， 硕士

【摘要】 伴随着经济全球化进程的加快,中国的企业自改革开放以来进行了几十年的发展,现如今,我国的经济市场化程度逐步提高。然而,对我国很多企业进行调查分析可以看出,在经历了为时不短的趋利发展后,企业真正用于提升自我管理的精力和时间相对较少,因此,很多企业出现根基不稳、管理水平相对较低的情况。现在,知识经济时代即将到来,企业的经营管理者深刻意识到了空前的压力,各企业之间的竞争愈演愈烈,彼此之间通过增强本企业的核心竞争力,抢占市场份额、争夺资源;另外,人力资源视为企业管理的重要组成部分,在企业的核心竞争力的对比上渐渐占据不可替代的位置。另一方面,绩效管理作为人力资源的重要组成部分之一,也是企业提升自身业绩,增强本企业核心竞争力,实现企业战略目标的重要抓手。在行业的发展中,绩效管理已然提升到企业战略管理的高度,被越来越多的企业重视。对于处于发展上升阶段的QY公司来说,企业的绩效管理水平直接影响到公司的生存和发展。但就目前的实际情况来看,QY公司员工绩效管理水平还比较低,存在诸多需要改进的地方,从某种程度上阻碍了企业业绩的提升和企业竞争能力的增强,亟需完善和解决。本文以QY公司的绩效管理体系作为研究对象,根据QY公司的员工绩效满意度调查结果,运用理论与实际相辅相成的方法,具体问题具体分析,得出了QY公司绩效管理与公司经营发展不匹配、绩效考核指标设置不科学、绩效管理环节员工参与度不高、绩效考核结果与被考核对象的实际利益不挂钩等问题。通过得出的问题提出绩效考核体系优化方案。为了促使优化后的方案能够顺利实施,特别制定了对应的保障措施。本文设计的QY公司绩效管理体系优化方案目的在于激发QY公司员工的创造性和积极性,通过提高团队的协作能力,达到增强企业的竞争力和绩效管理能力的目的。同时,通过建立完善的绩效管理体系,具体问题具体分析,提出切实可行的绩效管理方法,提高企业的人力资源利用率,促进业绩的增长和战略目标的实现。更多还原

【Abstract】 With the acceleration of the process of economic globalization,Chinese enterprises have developed for decades since the reform and opening up.Nowadays,the degree of economic marketization in China has gradually improved.However,through the investigation and analysis of many enterprises in our country,we can see that after a long period of profit-oriented development,enterprises really spend relatively little energy and time on improving self-management.Many enterprises have an unstable foundation and a relatively low level of management.Now,the era of knowledge economy is coming,the managers of enterprises are deeply aware of the unprecedented pressure,and the competition between enterprises is becoming more and more fierce.seize market share and compete for resources;in addition,human resources are regarded as an important part of enterprise management and gradually occupy an irreplaceable position in the comparison of the core competitiveness of enterprises.On the other hand,as an important part of human resources,performance management is also an important starting point for enterprises to improve their performance,enhance their core competitiveness and achieve their strategic goals.In the development of the industry,performance management is still promoted to the height of enterprise strategic management,which is valued by more and more enterprises.For QY,which is in the rising stage of development,the level of performance management has a direct impact on the survival and development of the company.However,according to the current actual situation,the level of employee performance management of QY Company is still relatively low,and there are many areas that need to be improved,which to some extent hinders the improvement of enterprise performance and the enhancement of enterprise competitiveness,which is in urgent need of improvement and solution.This paper takes the composition of the performance management system of QY Company as the research object,and according to the results of the employee performance satisfaction survey of QY Company,uses the method that theory and practice complement each other to analyze the specific problems.It is concluded that the performance management of QY company does not match with the business development of the company,the setting of performance evaluation indicators is not scientific,the degree of employee participation in performance management is not high,and the results of performance evaluation are not linked to the actual interests of the assessed objects.Through the problems obtained,the optimization scheme of performance appraisal system is put forward.In order to promote the smooth implementation of the optimized scheme,the corresponding safeguard measures are specially formulated.The purpose of the optimization scheme of the performance management system of QY Company designed in this paper is to stimulate the creativity and enthusiasm of the employees of QY Company,and to enhance the competitiveness and performance management ability of the enterprise by improving the cooperation ability of the team.At the same time,through the establishment of a sound performance management system,specific analysis of specific problems,put forward practical performance management methods to improve the utilization of human resources,promote the growth of performance and the realization of strategic goals.更多还原