【作者】 唐（龙天）；

【导师】 潘开灵；

【作者基本信息】 武汉科技大学 ， 企业管理， 2004， 硕士

【摘要】 建立高绩效优势，有效实现组织目标对组织意义重大。本论文所提出的绩效管理系统就是一个以战略支持为首要目的、可实现组织高绩效的绩效管理系统。其内涵包含两个方面：通过将各个员工与管理者的工作与整个工作单位的宗旨连接在一起，来支持组织的整体事业目标；挖掘员工的潜力，提高他们的绩效，寻求组织和个人的共同发展。 论文开篇从当前我国企业的绩效考评现状出发，对当前绩效考评存在的问题进行分析，阐明了绩效考评的重要性，问题绩效考评带来的危害，并通过第二章的绩效管理系统和绩效考评比较分析，说明绩效管理系统无论在系统本身，还是拥有的观念、操作形式和组织环境的利用上都优于绩效考评，并引用国外企业绩效管理系统实施效果的有效性，说明绩效管理是解决问题绩效考评的有效途径，提出建立绩效管理系统解决问题绩效考评的观点。 论文第三章论述了绩效管理系统的理论基础。要素有用性、群体合力性、动态适应性是绩效管理系统的前提条件；需要层次理论、目标管理理论、企业命运观、人性管理则是绩效管理的激励理论基础；同时还有绩效管理系统架构所依据的系统管理理论。 第四章对绩效管理系统做了具体阐述，指出绩效管理系统是一个“有效管理员工以确保员工的工作行为和产出能够与组织的目标保持一致，进而促进个人与组织共同发展的持续过程。”它包含了绩效计划、持续动态的沟通、绩效考评、绩效诊断与辅导，绩效再计划五个部分。论文以引入平衡计分卡实现绩效计划的有效制定为核心，以此实现组织战略目标的操作化分解，开启了绩效管理系统的战略支持之门。 论文在第五章对绩效管理系统实施有效性进行了探索。组织必须具有开放性的组织文化环境运行平台，绩效管理系统做到系统自身的科学、完善、合理和实用，建立健全绩效管理系统的反馈监督机制，只有做到系统、环境、制度相适宜，绩效管理系统才能发挥作用。 论文提出的绩效管理系统以持续动态的沟通为特色，体现了全员性、互动性、持续性、战略性的管理特点，主张参与式管理。 同时，论文理论联系实际，结合了瑞恩／瑞星公司的绩效考评改革实例，对绩效管理系统进行了实证分析说明。更多还原

【Abstract】 It is important for an organization to gain the advantage of high performance and achieve the organizational goal. The performance management system in this paper is a system to gain the advantage of high performance and make the organizational strategic goal come true. It has two sides. One is which connects the staff’s task with the organizational strategic target to support the target. The other is which develop the staff’s potential to advance their performance. By the performance management an organization wants to fide how to make the staff and organization progress together.Beginning with presently state of job performance appraisal, this pager analyzes it indispensable but the problems it carrying with dangerous. Then comparing performance management system with job performance appraisal at the chapter 2, this paper draws a conclusion that performance management system is better than job performance appraisal in all sides, for example, the side of idea, operation and so on. The operation of performance management system is effective in the foreign corporations. So that the performance management system is a good way to solve the problems job performance appraisal carrying with.The topic in the Chapter3 is the theories of the performance management system bases. Performance management system is on condition that the hypothesis of that every factor is useful, the group resultant force, and dynamic adaptation.The object management theory, arranging demand theory, the fate of a corporation and so on are the incentive theories that performance management basis. Otherwise the mechanism of performance management is according to the system theory and the feedback control theory.Chapter 4 expounds performance management system. It’s a system that what making the staff behaved and result with the organizational strategic target to make an organization and staff progress. It composed with performance planning, continuously dynamic communication, performance appraisal, performance diagnosis and coach, and performance re-planning. The core is using the Balance Scorecard to make the performance plan. It separates the organizational strategic goal into staff duty then opening the door of performance management system strategic work.The last chapter searches the condition of performance management system working. Anorganization must build the organizational culture into a carrier-based for the performance system, make the system scientific perfect equitable and practicable and build the feedback-supervising system. Only when the performance management system, organizational condition and the regulations are suitable for each other is that performance management system effective.Performance management system is character with continuous dynamic communication. It is a system that staffing, mutual, continuous and strategic. It claims that staff should participate in the operation of a corporation.Meanwhile relating with the practice of job performance appraisal innovation in the Bright Easy/Ray Shine limited Corporation, the paper gives an analytic demonstration of performance management.更多还原