摘 要
随养经济全球化的步伐越来越快,企业所面临的市场竞争卩丨趋激烈,企业的
成长将主要依靠高效的管理体系所培冇的核心竞争力。绩效管理是企业绩效得以
实现和持续提升的苻效手段,处于企业人力资源管理中的核心地位,它贯穿于企
业人力资源管理的各个环节,是提升现代企业管理质量的手段之一
中国烟草行业实行的是“统一领导、垂直管理、专卖专营”体制,绩效管理
在烟草行业还处于摸索阶段,大部分企业缺乏完整的绩效管理体系,总体管理水
平与面对的形势存在明显差距。绩效管理作为提高企业绩效的重要途径,能够增
强组织的运行效率、提高员工的职业技能、推动企业的良性发展。因此,研究制
定套符合烟草市场需求、适应烟草体制改革发展趋势、引导烟草商业企业经营、
满足0丁利益要求的绩效管理体系,是企业的一项迫切任务
本文借鉴绩效管理理论研究成果,深入分析、研究J烟草公司绩效管理现状,
找出绩效管理中存在的问题和短板,综合运用关键绩效指标(KPI)、目标管理法、
360度考核等绩效符理工具,对J烟草公司绩效符理体系进行了设计和优化,把企
业的战略因标层层分解落实为部门和员工个人的具体工作目标。将绩效管理体系
设计为组织管理体系、指标体系、流程体系、多元化考核结果应用体系等四个相
可支撑、有机联系的子系统,为企业管理水平和经济效益全面提升提供了有效保
障
关键词:人力资源;绩效管理;烟草公司
ABSTRACT
With the pace of economic globalization faster and faster, the market competition
that enterprises are facing is becoming increasingly fierce, and the enterprise growth
will mainly rely on the core competitiveness power cultivated by the effective
management system. Performance management, as an effective means to achieve
enterprise performance, is in the key position in the human resources management of
the enterprise. It runs through each link of the human resource management as one of
the powerful means of enterprise management.
At present, China tobacco industry carries out the unified leadership, vertical
management, monopoly system, which has just started integrating the performance
management into its management system. Most subsidiary companies of China Tobacco
currently lack a complete performance management system. There is a clear gap
between the management level and the current situation. Performance management, as
an important way to improve the enterprise performance, can cnhancc the operation
efficiency, improve the staffs professional skill and promote the sound development of
enterprises. Therefore,the development of a performance management system that can
conform to the tobacco market demand, adapt to reform development trend of the
tobacco system, guide the tobacco commercial enterprise management, and meet
employees' interests,is an urgent task for the enterprise.
With the research results of performance management theory, this paper aims to
make thorough analysis, research the present situation of the performance management
in tobacco companies and find out the problems and shortcomings existing in the
performance management. This paper uses such performance management tools like the
key performance indicators (KPI), the target administration, and the 360 degree
assessment comprehensively to design and optimize the tobacco company performance
management system, decomposing the enterprise strategic target layer upon layer into
the specific work objectives for departments and employees. The performance
management system is to be designed as a system composed of such four mutually
supportive and organically connected subsystems as the organization management
system, the indicator system, the process system, the diversified assessment result
application system,which will provide an effective guarantee for the comprehensive
promotion of the management level and economic benefits of the enterprise.
Keywords: Human Resources,Performance Management,Tobacco business
enterprises
第1章导论
1.1选题背景
1.1.1绩效管理已经成为企业获取核心竞争力的战略举措
随;界多极化、经济企球化的深入发展,科技进步丨丨新兄,知识经济方
兴未义,1丨丨:界各国企业都面临越来越激烈的W际和M内市场竞卞,加强人力资
源管理足在激烈的竞争中赢得丨:动的屯大战略选抒。越来越多的企业深刻的认识
到“人力资源是第资源”,对人力资源科学jr发和利用成为各企业获取竞卞优势、
収得成功的:fR要法:!丨。绩效11;理的思想来n r 20 ut纪30年代災尔实验‘彳彳舒丨!;^特
(Shewhart) /ii'i质持续改进循环_,即PDCA。到20世纪80年代后期和90年代,
绩效竹理逐渐被视为种系统。随界对人力资源11;现理论和劣践研究的爪视,绩
效竹现以其:;[^善的体系、合现的流稅和持续改进的1性循环深彳U'Tt现们lY映,
iJ经成为企业培ff竞,优势、获収核心竞<f力的战略平措
绩效符现,足指织织及企业所丨:个部参进来,通过对企业战I略的让、:、
丨丨标分解、业绩评价,在持续+断沟通的战础丨:,激励W丨:持续改ilMk绩从Iflj.ii
终实现纽织战略及II标的恃理体系。绩效'T理的丨1的足持续提升个人、部丨‘j和m
织的绩效。【'I在绩效管理过程中,站千企业总体战略建立进取性强Iflfii丨衡!il:的丨丨标,
上下级问进行透明而有效的绩效沟通,将结来|;/丨丨标扣比较(绩效评佔)几反馈
结来,liT]吋强调绩效考核结来的应)丨j。绩效f现足企业人力资源竹现的核心,足
企业保持持续竞争力、实现企业Ljw丨:和调发展的根木,它切穿丁-人力资源竹现
的各个环节,更足现代企业Tf理强力的手段之o
“绩效T1理”的概念「丨20 1U:纪90年代传入我丨:KI。最初,我IK|人部分的企业
作迪将绩效竹理和绩效考核泥为谈,认为绩效考核就足绩效竹现。将绩效考核
作为W工约束控制的种下段,将考核的结災I: I:资发放、奖金兑现找钩,
并以此激发的工作积极性,实现企业利洲的设人化。随^丨我丨I彳许多企、丨ur-始
逐步认识到绩效符理系统的要件,学ij和借鉴W外先进的绩效mM丨论和方法,