【作者】 王思佳；

【导师】 林福永；

【作者基本信息】 暨南大学 ， 管理科学与工程， 2020， 硕士

【摘要】 如何选择合适的绩效考核方法,有效激励员工为企业战略目标实现而服务,是当前国内外企业面临的一个重大课题。目前,企业绩效考核有一些常用方法,如目标管理法、关键绩效指标、平衡计分卡、360度绩效考核等。从系统角度来看,大多数考核方法忽视了个人绩效与组织绩效之间因关联作用产生的涌现效应,仅强调局部的岗位绩效优化而忽视整体的组织绩效优化,在实践中无法取得期望的效果。针对现有考核方法存在的问题,本文引入全面关系流管理定理,在厘清个体绩效与组织绩效关系的基础上,提出一套新的基于全面关系流管理的绩效考核方法。该方法以全面关系流管理定理的基本结论——组织行为是由组织的输入流和组织基层次以上的关系流(两者总称全面关系流)决定的为基础,提出绩效考核应当考核岗位之间的关系流,即考核岗位能否在恰当的时间(T)、在恰当的部分(P)和层次(L)之间建立起具有恰当的内容(C)和数量(A),并以恰当的方式(M)和速度/延时(D)传递的关系流。同时,通过关系流权重和岗位责任系数将关系流评价结果折算为上下游岗位的绩效考核结果,以作为人力资源管理和组织管理的依据。为辅助关系流考核体系的设计,提出以关系流分析为基础的岗位概念模型以取代传统的岗位说明书,促使工作分析向战略性、动态性、精确性发展。与既有的考核方法相比,基于全面关系流管理的绩效考核方法以关系流及其TPLCAMD维度作为考核指标,以恰当的关系流的实现作为绩效唯一评价标准(即关键绩效指标KPI),并要求上下游岗位共同对关系流绩效考核结果负责。该做法将在一定程度上减少绩效考核的主观性,增强岗位之间的协作性,实现组织整体优化。这有利于进一步落实战略性人力资源管理实践,为企业完善绩效考核工作提供综合性的基础理论和方法。更多还原

【Abstract】 How to design a performance evaluation system to effectively motivate the employees to pursue company’s strategic goals has become a critical and challenging issue in the academic and business community.At present,there are several widely used performance appraisal methods,such as Management by Objectives(MBO),Key Performance Indicators(KPI),Balanced Scorecards(BSC),360-degree Performance Evaluation,etc.From the systematic point of view,most of these methods neglect the emergent feature between individual and organizational performance and only emphasize the improvement of partial job performance.And that’s why they fail to achieve the overall enhance of organizational performance.In view of the limitations of above methods,we introduce a new theory,namely the Total Relationship Flow Management Theorems,to identify the relationship between post and organization performance and propose a new appraisal method.The theorems have mathematically proved that the organizational behavior is determined and governed only by the organization’s input flow and all its relationship flows at or above a so-called basic level,i.e.the total relationship flow.Therefore,performance appraisal should evaluate the relationship flows between the posts to ensure that all of them are established between the proper posts on the proper level at the proper time with the proper content and amount in a proper manner.Besides,the responsibility degree and relationship flow weight are put forward to transform the relationship flow performance into the posts’.To support such appraisal method,we also propose a post model based on the relationship flow to replace the traditional job description,which is more strategy-oriented,dynamic and accurate.The new method takes the relationship flow and its TPLCAMD dimensions as the key performance indicators,set appropriate parameters as the only standard,and combine the assessment results of upstream and downstream.It is conductive to enhance the collaboration between posts and achieve the overall optimality of organizational performance,which caters to the trend of strategic human resources management.更多还原