on Target Management

Discipline: Business Administration

Supervisor Signature:

Abstract

Today's society is highly organized society. Social economic development has come to

depend more and more on performance management. With the continuous practice summary

and the theory promoted of the experts, people cast a new light on performance management.

With the development of global economic integration, foreign enterprises have entered

China,which causes that China's retail enterprises are confronted with hitherto unknown

challenge. How to improve the inner management of enterprise, bring along the work initiative

and job performance of staff under the circumstance of continually growing competition and

challenge, and then to improve the performance of the company, which has become the key

question to be solved for major retail business.The final competition between enterprises is

competition for talents. To attract talent, retain talents and develop talents, the enterprise should

pay attention to the human resource management, and establish a scientific, systematic, perfect

performance management system to improve the enterprise operation and management

performance fundamentally.

Foreign enterprises are facing if their mature operational performance management can

apply for China local. The research is based on foreign retail enterprise A, which has executed

the performance management for many years and research the problem of how to interact with

target management in the performance management by the method of the target management.

In order to solve these problems, the authorpertinently researches and analyses the date

摘要

当今社会是高度组织化社会,社会经济发展越来越依赖于绩效管理。随着管理专家不

断的实践总结及理论提升,人们对绩效管理有了新的认识。随着全球经济一体化发展,国

外企业纷纷进入中国,导致中国零售企业面临着前所未有的挑战,如何在竞争及挑战不断

加剧的情况下提升企业内部管理水平、提高员工的积极性和工作绩效,进而提升公司绩效,

成为大多数零售企业关注和亟待解决的问题。企业旳竞争最终就是人才的竞争,要吸纳人

才、留住人才、发展人才,企业就应注重人力资源管理,建立起科学的、系统的、完善的

绩效管理体系,从根本上提高企业的运营和管理绩效。

外资企业面临着将自身运作较成熟的绩效管理方法引用到中国本土是否适应的问题。

本论文以实施绩效管理多年的外资零售A公司为案例企业,利用目标管理的方法分析研

究在绩效管理中如何与目标管理相互渗透等问题。

为解决这些问题,笔者通过实地调查,深度访谈,有针对性的研究分析数据,釆用理

论与实务结合的方法,提出了科学制定绩效指标与目标,用绩效表现日志来加强绩效考核

的过程控制,重新调整评估评级体系,加强绩效沟通与反馈的形式,以及落实后续的绩效

结果应用中的两个计划等绩效管理优化改进建议。为保障A公司绩效管理的深入开展和

优化措施的有效执行,论文最后还针对A公司的实现情况,依据相关理论提出了绩效得

以顺利幵展的三方面的保障措施。

关键词:绩效管理;目标管理;绩效考核

through field survey and depth interview, combining theory and practice, put forward

scientifically making performance indicators and targets, using performance logs to strengthen

the process control of the performance appraisal, readjusting the rating system, strengthening

performance communication and feedback form, and implementing the advice of refining and

improving the performance management in the application of follow-up performance results.

To ensure the effective implementation of further development and optimization measure of

performance management in A company,the research finally promote three aspects of security

measures,aimed at the actual situation of A company, to carry out the performance successfully

according to the relevant theory.

Key Words:Performance management; Management by objectives; Performance appraisal