梵尼視覺公司績效考核方案的設(shè)計(jì)畢業(yè)論文(已修改)
2025-09-06 12:13 本頁面
【正文】 南通大學(xué)商學(xué)院本科畢業(yè)論文 第 1 頁 共 17 頁 目 錄 摘 要 .................................................. 2 Abstract ............................................ 3 一、績效考核理論概述 .................................... 4 (一 ) 績效考核的含義和特點(diǎn) .......................................... 4 (二 ) 研究績效考核的意義 ............................................ 4 (三 ) 績效考核常用的方法 ............................................ 5 二、梵尼視覺公司績效考核的現(xiàn)狀 ........................... 6 (一 ) 梵尼視覺公司概況 .............................................. 6 (二 ) 梵尼視覺公司績效考核體系現(xiàn)狀分析 .............................. 6 三、梵尼視覺公司績效考核 方案的再設(shè)計(jì) ..................... 7 (一 ) 績效考核對(duì)象分析 .............................................. 7 (二 ) 績效考核指標(biāo)權(quán)重的確定 ........................................ 8 (三 )績效考核周期及流程 ............................................ 10 (四 )績效考核結(jié)果的統(tǒng)計(jì) ............................................ 11 (五 )績效考核結(jié)果的應(yīng)用 ............................................ 12 (六 )考核結(jié)果反饋以及績效溝通 ...................................... 13 四、績效考核體系的運(yùn)行保障 ............................. 13 （一）加強(qiáng)績效考核的組織領(lǐng)導(dǎo) . ..................................... 13 （二）加大培訓(xùn)與宣傳力度 .......................................... 13 （三）樹立科學(xué)的績效考核理念 ...................................... 14 （四）強(qiáng)化績效考核制度建設(shè) ........................................ 14 結(jié) 語 ............................................................ 14 參考文獻(xiàn) .......................................................... 15 附錄 A梵尼視覺公司調(diào)查問卷 ........................................ 16 附錄 B面談?dòng)涗洷? .................................................. 17 南通大學(xué)商學(xué)院本科畢業(yè)論文 第 2 頁 共 17 頁 摘 要 隨著中國加入 WTO 以及改革開放的深入發(fā)展，私營企業(yè)猶如雨后春筍般地遍布神舟大地，但是其生存狀況與競爭能力的不足使得私營企業(yè) 管理者認(rèn)識(shí)到人力資源管理 是企業(yè)競爭優(yōu)勢(shì)的核心；績效考核作為績效管理的重要環(huán)節(jié)，是增強(qiáng)企業(yè)凝聚力、樹立團(tuán)隊(duì)意識(shí)、持續(xù)改進(jìn)員工績效的有力工具；是企業(yè)實(shí)現(xiàn)其戰(zhàn)略目標(biāo)、戰(zhàn)略體系的過程進(jìn)行控制的一種重要機(jī)制。 本文對(duì)梵尼視覺設(shè)計(jì)公司現(xiàn)行的績效考核方案進(jìn)行剖析，對(duì)其存在的考核體系不完善、考核目標(biāo)不明確、考核結(jié)果沒有被充分應(yīng)用等問題作了分析，并運(yùn)用統(tǒng)計(jì)分析和實(shí)證研究相結(jié)合的研究方法，結(jié)合關(guān)鍵績效指標(biāo)技術(shù)，對(duì)該公司的績效考核方案就考核指標(biāo)、考核結(jié)果等方面進(jìn)行了再設(shè)計(jì)。以便對(duì)公司員工的績效進(jìn)行客觀公正的評(píng)價(jià)，激勵(lì)員工改善績效，促進(jìn)企業(yè)的業(yè)績提升，同 時(shí)使企業(yè)的人力資源管理更加完善。 關(guān)鍵詞 ：績效考核 ,層次分析法 ,關(guān)鍵績效 南通大學(xué)商學(xué)院本科畢業(yè)論文 第 3 頁 共 17 頁 Abstract With china’s entry into WTO and China’s reform and openingup policy, the private enterprises spring up like mushroom throughout the whole country. But their insufficiency in the survival status and petition petency makes private sector managers realize that HRM is the core for their petition. As the key of human resources management, performance appraisal is a forceful tool to enhance team spirit, establish teamwork consciousness and improve performance。 it is also an important mechanism to finalize their strategic objectives and enhancing team fitness. This paper studies the performance appraisal of FN Vision Design Company which exists many problems such as: imperfect system of evaluation, unclear assessment goal。 were insufficient applied results of the exam and so forth. According to the pany39。s existing assessment program, it also analyzes and solves questions by statistics analysis as well as demonstration study. Besides the techniques of Management by Objectives and Key performance indicator are applied to redesign the pany39。s performance appraisal. The objective of redesigned performance appraisal is to make a fair assessment on all employees, and to motivate and develop them. Then anization performance and quality of human resources management will be improved accordingly. Keywords: performance appraisal, AHP, KPI 南通大學(xué)商學(xué)院本科畢業(yè)論文 第 4
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