淺談中小企業(yè)績(jī)效考核大學(xué)生畢業(yè)論文(已修改)
2024-10-24 13:17 本頁(yè)面
【正文】 畢業(yè)論文 畢業(yè)論文 題目 淺談中小企業(yè)績(jī)效考核 學(xué) 院： 工商管理學(xué)院 學(xué)生姓名： 000000 專(zhuān)業(yè)班級(jí)： 111111111111111111111 學(xué) 號(hào)： 00000000000000 指導(dǎo)教師： 黃軼軼 日期 2020 年 3 月 1 日 畢業(yè)論文 1 目 錄 目 錄 ..................................................................... 1 摘要 ...................................................................... 2 Abstract .................................................................. 3 引言 ...................................................................... 4 1 中小企業(yè)概述 ............................................................ 6 中小企業(yè)的概念及界定 .................................................. 6 中小企業(yè)特征 .......................................................... 7 2 中小企業(yè)績(jī)效管理過(guò)程及作用 .............................................. 9 中小企業(yè)績(jī)效管理的過(guò)程 ................................................ 9 3 中小企業(yè)激勵(lì)方法 ....................................................... 11 外部激勵(lì)與內(nèi)部激勵(lì) ................................................... 13 中小企業(yè)員工激勵(lì)機(jī)制設(shè)計(jì)原則 ......................................... 16 合理配置企業(yè)的資源，利用共享資源 ..................................... 19 積極進(jìn)行技術(shù)改造和革新 ............................................... 19 建立健全科學(xué)的企業(yè)成本管理體系 ....................................... 20 結(jié) 論 .................................................................... 21 參考文獻(xiàn) ................................................................. 21 致謝 ..................................................................... 22 畢業(yè)論文 2 摘要 績(jī)效管理成為企業(yè)管理的一道難題。原因在于當(dāng)前績(jī)效管理方法基于績(jī)效信息對(duì)稱(chēng)的假設(shè)和系統(tǒng)的不完善。實(shí)際上，不對(duì)稱(chēng)績(jī)效信息充斥在績(jī)效管理過(guò)程中。不對(duì)稱(chēng)信息對(duì)績(jī)效管理的影響是明顯的，它影響了企業(yè)戰(zhàn)略的規(guī)劃與實(shí)施， 影響了組織的管理控制、增加組織戰(zhàn)略風(fēng)險(xiǎn)，也影響了激勵(lì)杠桿的效用，降低了對(duì)環(huán)境的適應(yīng)性，最終的結(jié)果 — 影響企業(yè)的價(jià)值創(chuàng)造能力。在績(jī)效管理工作中，解決好信息問(wèn)題、把不對(duì)稱(chēng)信息變?yōu)閷?duì)稱(chēng)信息，是績(jī)效管理的關(guān)鍵成功因素。 因此，從企業(yè)績(jī)效管理的現(xiàn)實(shí)出發(fā)，以信息不對(duì)稱(chēng)理論以及績(jī)效管理的理論為基礎(chǔ)，研究績(jī)效管理中信息不對(duì)稱(chēng)產(chǎn)生的原因及其解決途徑，以解決企業(yè)績(jī)效管理中存在的問(wèn)題和滿(mǎn)足績(jī)效管理的實(shí)際需求。 雖然我國(guó)中小企業(yè)的績(jī)效管理體系已初具規(guī)模，但是存在許多的問(wèn)題，嚴(yán)重影響了企業(yè)績(jī)效考評(píng)留人、用人、育人的功效。而中小企業(yè)員 工作為企業(yè)的核心競(jìng)爭(zhēng)力，對(duì)企業(yè)的發(fā)展起著關(guān)鍵的作用，要讓績(jī)效管理真正發(fā)揮激勵(lì)作用，必須結(jié)合中小企業(yè)員工的特點(diǎn)、需求和激勵(lì)模式，探索針對(duì)性更強(qiáng)的、更為有效的績(jī)效管理方法和激勵(lì)機(jī)制。 作者研究了中小企業(yè)的激勵(lì)方法，對(duì)中小企業(yè)中小企業(yè)員工的激勵(lì)因素進(jìn)行了深入分析，并介紹了常用的中小企業(yè)員工激勵(lì)方法。然后基于委托代理理論，對(duì)中小企業(yè)激勵(lì)機(jī)制進(jìn)行設(shè)計(jì)。結(jié)合委托人與代理人之間的內(nèi)在矛盾及制衡機(jī)制，分析了中小企業(yè)中的委托代理關(guān)系。在借鑒前人文獻(xiàn)的基礎(chǔ)上，對(duì)模型進(jìn)行了擴(kuò)展。 關(guān)鍵詞 ：中小企業(yè)、績(jī)效管理、激勵(lì)、管理 畢業(yè)論文 3 Abstract Performance management has bee a difficult problem for enterprise management. The reason is that the current performance management method based on assumptions and system performance information symmetry is not perfect. In fact, the asymmetric performance information filled in the process of performance information affects the performance management is obvious, it affects the planning and implementation of the business strategy, the anization of management control, increase the strategic risk, also affected theleverage effect, reduce the adaptability to the environment, the enterprise value influence the final result the ability to create. In the performance management work, solve the problem of asymmetric information, theinformation bees symmetric information, is the key to a successful performance management factors. Therefore, from the perspective of enterprise performance management practice, based on the information asymmetry theory and performance management theory as the foundation, the cause of information asymmetry in the performance management and its solution, in order to solve the existing problems in the management ofenterprise performance and meet the actual demand of performance management. Although our country small and mediumsized enterprise performance management system has begun to take shape, but there are many problems, serious impact on the enterprise performance evaluation to keep people,employing, educating function. The knowledge staff as the core petitiveness of enterprises, plays a key role in the development of enterprises, to make a performance management really play the role of incentives, must be bined with the characteristics of knowledge workers, the demand and incentive mode, explore more targeted,more effective way of performance management and incentive mechanism. The author studies the incentive method of small and mediumsized enterprises, indepth analysis of the incentive factors to knowledge employees of small and mediumsized enterprises, and introduced the monly used knowledge staff incentive method. Then based on t
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