淺談中小企業(yè)績(jī)效考核大學(xué)生畢業(yè)論文(已修改)
2025-07-05 05:19 本頁面
【正文】 畢業(yè)論文淺談中小企業(yè)績(jī)效考核大學(xué)生畢業(yè)論文 目 錄目 錄 1摘要 1Abstract 2引言 31中小企業(yè)概述 5 5 72 中小企業(yè)績(jī)效管理過程及作用 8 83中小企業(yè)激勵(lì)方法 11 13 15，利用共享資源 19 19 20結(jié) 論 20參考文獻(xiàn) 21致謝 22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)稱的假設(shè)和系統(tǒng)的不完善。實(shí)際上，不對(duì)稱績(jī)效信息充斥在績(jī)效管理過程中。不對(duì)稱信息對(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，解決好信息問題、把不對(duì)稱信息變?yōu)閷?duì)稱信息，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)效管理中存在的問題和滿足績(jī)效管理的實(shí)際需求。雖然我國中小企業(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 Abstract Performance managementhas bee a difficult problem forenterprise management.The reasonis thatthe currentperformance managementmethodbased on assumptions andsystemperformance informationsymmetryis not perfect.In fact,the asymmetricperformanceinformation filledin theprocess of performance information affects theperformance managementis obvious,it affects theplanning andimplementation of the business strategy,theorganizationofmanagement control,increase thestrategic risk,alsoaffected theleverageeffect,reducethe adaptability to the environment,the enterprise valueinfluence the finalresultthe ability to create.In the performance management work,solve theproblem ofasymmetricinformation,theinformationbees symmetricinformation,is the key to a successfulperformance managementfactors. Therefore,from the perspective ofenterprise performance managementpractice,based on the information asymmetry theoryand performance managementtheory as the foundation,thecause of informationasymmetryin the performance managementand its solution,in order to solve theexistingproblems in the management ofenterpriseperformanceandmeet theactualdemandof performance management. Althoughour country small and mediumsizedenterprise performance managementsystem has begun to take shape,but there are manyproblems,serious impact on the enterpriseperformance evaluationto keep people,employing,educatingfunction.The knowledge staffas the core petitiveness of enterprises,plays a keyrole in the development of enterprises,to make a performancemanagement reallyplay the role of incentives,must be bined withthe characteristics of knowledge workers,the demandand incentivemode,exploremore targeted,moreeffective way of performance managementand incentive mechanism. The authorstudies the incentivemethodof small and mediumsized enterprises,indepthanalysis of the incentive factors toknowledgeemployees of small and mediumsized enterprises,and introduced themonly used knowledge staff incentive method.Then based on the principalagent theory,carries on the design to thehightech small and mediumenterprise incentive mechanism.Based on the principalcontradictionbetween humans and agentsandrestriction mechanism,analysis of theprincipalagent relationshipin small and medium sized enterprises.On the basis of previousliterature,themodel is expanded. 引言績(jī)效管理 (Performance M anagement) 是將組織總體目標(biāo)與部門目標(biāo)、團(tuán)隊(duì)目標(biāo)以及個(gè)人目標(biāo)相聯(lián)接的過程，它涉及目標(biāo)設(shè)置、過程檢查和糾正措施等績(jī)效管理作為對(duì)現(xiàn)代工商企業(yè)成熟與發(fā)展起過重大推動(dòng)作用的管理系統(tǒng)，是企業(yè)內(nèi)部管理控制的一種主要方法。但是，作者就企業(yè)正式績(jī)效管理程序成效的調(diào)
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