【作者】 祁艳清；

【导师】 张秀娥；

【作者基本信息】 吉林大学 ， 企业管理， 2009， 硕士

【摘要】 本文首先对吉林大华机械公司绩效考核现状进行了分析,文中通过对企业现状系统、深入的分析,找出了现行绩效考核体系存在的问题。在吉林大华机械公司现行绩效考核存在问题的分析中,进一步阐述了这些问题存在的原因,分析了企业绩效考核的制约因素,提出了公司绩效考核体系改进的必要性。论文在对企业绩效考核分析的基础上,从改进目的、改进的基本原则和改进的职责分配三个方面提出了绩效考核改进的指导思想,为吉林大华机械公司绩效考核改进设计指明了整体方向。论文通过对吉林大华机械公司绩效考核指标的建立,提出了岗位考核指标的设置要与企业发展战略相结合。在考核类别、考核周期、考核指标、跟踪反馈机制等考核内容的设计基础上,提出了吉林大华机械公司绩效考核的改进方案。论文最后分析了吉林大华机械公司绩效考核改进对策的实施保障,阐述了实施过程中需要注意的问题,并对绩效考核改进对策的实施效果进行了预计。更多还原

【Abstract】 Jilin Dahua Machinery Co., Ltd. (full name of the Jilin Dahua Machine Manufacturing Co., Ltd.) is a state-owned holding, the privatization of the management of medium-sized auto parts enterprises, the company is currently China’s largest automotive engine flywheel ring gear assembly and the ring gear specialized production enterprise. In the company since its establishment 40 years of development history, experienced a "second move, the three businesses," also from the enterprise system into autonomous provincial state-owned enterprises to private enterprises. The external environment changes and increased competition in the market allows businesses have to somewhat improve the internal management changes, so that the original extensive management gradually refined. With the awareness of corporate governance and management level by the day, the company’s senior leaders come to realize that enhance corporate performance assessment work in the overall business performance, motivating staff to enhance work efficiency and enhance the competitiveness of enterprises and other important aspects. In recent years, Jilin Dahua companies are implementing performance appraisal, but its effect was far from satisfactory. In this background, to improve the existing performance appraisal system to improve employee motivation and active participation in awareness, has become the Jilin Dahua companies must face.First, Jilin Dahua company’s corporate profile, organizational structure, three aspects of human resources as an entry point, an overview of the development company the status quo, and the current performance appraisal system, the content and implementation of the effects described, focusing on the current performance appraisal system, organizational structure, the content of performance appraisal, performance appraisal standards and procedures of examination. Jilin Dahua companies with the status quo and the existing performance appraisal system in operation, sum up the current performance appraisal system performance evaluation indicators of the existence strategic goals with the company out of touch, lack of sector analysis of the content and job responsibilities, are more qualitative assessment can not be caused by testing standard to quantify the lack of performance appraisal feedback process, the lack of the person in charge of various departments such issues as training, performance appraisal, and its causes from the enterprise system, human resources, employee education and skill levels, employee ideas, examination system itself so analyzes , in order to improve the performance appraisal system in general, pointing out the direction of thinking.Jilin Dahua for the company’s current performance assessment of the problem and its causes, from the performance appraisal system, radically improve assessment methods, to an objective and fair, open and transparent, in line with their overall strategic goals, strengthen performance, feedback and communication, positive incentives for the Lord, etc., as the basic principles of improving the performance appraisal should be based on the "enterprise-wide strategic goal is the same," the main line, a clear performance appraisal at all levels to the responsibilities of the scope of the categories of persons rational design of performance appraisal and assessment cycle. The use of "key performance index" approach, combined with business reality, and rational design of performance evaluation indicators and assessment criteria, combined with the annual business enterprise strategic objectives, set different targets for different sectors. To "key performance index" method "using 20% of the key indicators of business leads 80% of the business performance," the guiding ideology for the Jilin Dahua grouped categories of financial, internal operations category, customer and market classes, learning and development classes, etc. four categories of key performance index, and then according to the company various departments of the management features and terms of reference and set different types and contents of key performance index, expectations by various departments under the key indicators to guide enterprises to seize the main contradiction to achieve the overall strategic goals. Improvement program has increased the use of the results of performance appraisal, performance appraisal fairness of the outcome with the employee benefits related to the use of the inevitable, therefore, promote the use of employee benefits, the use of performance results, so that outstanding organization and staff be encouraged to help poor workers corrected, so that is able to establish a performance appraisal of the authority, make them really care about performance appraisal in conjunction with performance evaluation results of continuous improve their job performance.In order to Jilin Dahua company’s performance evaluation to improve the implementation of the program to be better made Jilin Dahua’s performance appraisal should focus on improving program implementation, attention to the following aspects: the general staff from the corporate strategy on the development of a high degree of practical change ideas, To do a scientific analysis of specific positions, to ensure the effective use of the results of performance appraisal should be to promote continuous improvement through performance appraisal. In addition, the program also improved the simulation tests, 90% of employees are in favor of or agreed to improve the implementation of the program, performance appraisal program will improve the company’s Jilin Dahua play a promoting effect on the internal management, it will enhance staff corporate identity, improve employee productivity, motivate employees to achieve the purpose of an effective, but also can enhance the internal communication between employees on the lower levels for the enterprises to develop the effectiveness of the training provided a strong reference.Jilin Dahua corporate performance through the evaluation to improve program design examples, inspiration enterprises face performance appraisal management role. Enterprise Management Center, as part of the performance appraisal is to promote the engine of business growth, corporate performance evaluation imperfect, will result in enterprise development strategies can not be assigned to specific work, can not ensure that their staff direction and corporate objectives. Through scientific and practical performance appraisal system can produce relatively accurate performance evaluation results for the business leaders provide the basis for decision-making. Jilin Dahua program focuses on improving the company’s performance appraisal through the various departments of the key performance indicators to improve and enhance the management, thereby improving the overall performance of the enterprise, business productivity and boosting the value of the enterprise’s competitive advantage can be derived therefrom.In short, performance appraisal management of human resources management an important part of a scientific and rational performance appraisal system, and can mobilize the work of staff initiative and creativity, improve organizational efficiency and enterprise-wide goals. The correct use of a good performance appraisal methods, the implementation of an effective performance appraisal system that can better promote the overall human resources management. In the enterprise market situation more complex, the growing need to enhance the core competitiveness of the time, performance management, strategic management of the enterprise management tools and an indispensable means, it adopted the firm’s strategy of progressively broken down, layer upon layer passed to the level departments and staff, as well as the results of performance appraisal on continuous feedback and improvement, making the performance of departments and individual focus, the common support our business strategy objectives. Expected to enhance enterprise performance management at all attaches to the work, and for the same employee performance management industries and enterprises to provide some references and reference.更多还原