工商管理專業(yè)--論我國(guó)企業(yè)績(jī)效管理的現(xiàn)狀及對(duì)策研究-展示頁(yè)
2024-12-19 09:33本頁(yè)面
【正文】 problems and countermeasures. 目 錄 1 對(duì)績(jī)效管理工作的認(rèn)識(shí)和了解 ............................................... 錯(cuò)誤 !未定義書簽。s most effective tool of strategic management pany. In recent years, performance management, influenced by domestic enterprise is the big, although if the forefront adopted by the performance management concept, advanced technology, but the effect and unsatisfactory, not by hightech teachingassisting facility, generally, is facing a dilemma is not only an effective incentive performance management staff, identity, instead of performance management theory of enterprise staff sense, a lack of cohesion. Chinese enterprises must be explored adapt to Chinese enterprises actual simple applicable Chinese performance management, simple copy western mode is likely to bring is costly. Under the conditions of market economy, effective work of the performance management in enterprise39。當(dāng)前我國(guó)企業(yè)績(jī)效管理工作存在許多不足，亟待改進(jìn)，本文對(duì)此進(jìn)行了總結(jié)，并提出了具體解決對(duì)策，為績(jī)效管理工作有效開展奠定好基礎(chǔ)。 中國(guó)企業(yè)必須探索出適應(yīng)中國(guó)企業(yè)實(shí)際的簡(jiǎn)單適用的 “ 中國(guó)式 ” 績(jī)效管理，簡(jiǎn)單照搬照抄西方模式很有可能帶來(lái)的是勞民傷財(cái)。績(jī)效管理已經(jīng)成為世界大多數(shù)公司戰(zhàn)略管理的有效工具。 摘 要 績(jī)效管理起源于上世紀(jì) 70 年代的美國(guó)， 90 年代傳入中國(guó)，以其完善的體系、優(yōu)美的流程和持續(xù)改進(jìn)的良性循環(huán)深得管理者們的喜愛，被管理學(xué)家譽(yù)為管理者的圣杯。作為人力資源管理理論和時(shí)間的基本邏輯，績(jī)效管理通過鑒別員工貢獻(xiàn)，制定合理的收入分配，以有效激勵(lì)員工，是企業(yè)更有效率。 近年來(lái)，績(jī)效管理受到了國(guó)內(nèi)企業(yè)“趨之若”的追捧，盡管采納了最前沿的績(jī)效管理理念，運(yùn)用了先進(jìn)的技術(shù)手段，但是實(shí)施效果并不盡人意，不是半途而廢，就是流于形式，普遍面對(duì)的一個(gè)困境是：績(jī)效管理不僅 沒有有效激勵(lì)員工，認(rèn)同績(jī)效管理理論，反而使員工對(duì)企業(yè)缺乏一種歸屬感，組織的凝聚力降低。 在市場(chǎng)經(jīng)濟(jì)條件下，有效的績(jī)效管理工作對(duì)我國(guó)企業(yè)的生存和發(fā)展均有著重要的意義，企業(yè)要獲得競(jìng)爭(zhēng)優(yōu)勢(shì)應(yīng)加強(qiáng)績(jī)效管理工作。 關(guān)鍵詞 績(jī)效管理； SMART 原則；績(jī)效管理指標(biāo)；企業(yè)績(jī)效管理的問題與對(duì)策 研究 摘 要 Abstract Performance management originated in the 1970s and 1990s America was introduced into China, with its perfect system, daintiness and continuous improvement in the virtuous cycle of managers, is the holy grail of management experts as managers. As the human resources management theory and basic logic, the time of performance management through identifying employee contribution, rational distribution of ine, and to motivate employees, is more efficient. Performance management has bee the world39。s survival and development has the important meaning to obtain petitive advantage, enterprises should strengthen performance management. Current our country enterprise performance management has many insufficiencies, improvement, this paper summarized, and puts forward specific solutions for the performance management and effective work lays good foundation. 【 keywords】 Performance management。 績(jī)效管理的特點(diǎn) ................................................................................................. 5 認(rèn)識(shí)績(jī)效管理在企業(yè)中的地位及作 用 ............................................. 4 2 當(dāng)前我國(guó)企業(yè)績(jī)效管理存在的問題及分析 ...................................................... 5 目前多數(shù)企業(yè)績(jī)效管理的現(xiàn)狀分析 .......................................................... 5 當(dāng)前績(jī)效管理模式存在的問題分析 ................................................................................ 5 3 解決我國(guó)企業(yè)績(jī)效管理中存在問題的對(duì)策 ...................................................... 5 明確企業(yè)績(jī)效管理目標(biāo)，對(duì)績(jī)效管理準(zhǔn)確定位 錯(cuò)誤 !未定義書簽。 抓住各層級(jí)重點(diǎn)，重視績(jī)效反饋，建立健全績(jī)效面談和績(jī)效申訴制度 .............................................................................................. 錯(cuò)誤 !未定義書簽。 . 對(duì) 目前 流行的五種績(jī)效管理方法在 我國(guó) 企業(yè)中適用性 的
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