本文立足于 TY 公司，运用管理学、经济学、组织行为学等学科的基本理论
和方法，对 TY 公司绩效管理体系现状进行调查分析，得出该公司绩效管理体系
存在绩效管理水平落后、绩效考核指标设计不合理、绩效考核结果不科学、绩效
管理体系缺乏制度支持和缺乏相应的激励机制等问题，并将产生这些问题的原因
归结为 TY 公司没有一套完整的科学可行的绩效管理体系。因此，结合 TY 公司
的战略和销售任务分解，基于平衡记分卡的四个维度着手分析，综合吸取 KPI、
360 度考核及目标管理等考核方法优点，从工作业绩、工作能力、工作态度及基
本素质选取关键绩效指标对员工进行考核，为该公司设计了一个较为完善且可行
的绩效管理体系。在此基础上，进一步指出，保障该绩效管理体系高效运转必须
要坚持“以人为本”管理理念，加强绩效管理体系构建的资金供给，构建绩效管
理文化，优化组织保障，同时还要做好相关人员绩效考核培训工作
本文创新点在于：以 KPI 方法为核心，综合吸取 360 度考核及目标管理等考
核方法的优点，从工作业绩、工作能力、工作态度及基本素质等关键绩效指标构
建了 TY 公司绩效考核的指标体系，并对该考核指标体系进行了应用
关键词：绩效管理体系；平衡计分卡；KPI 指标体系。西安建筑科技大学硕士学位论文
Research on Performance Management System of
Marketing Staff in TY Company
Major： Business Administration
Name：Lian Xin
Instructor：Song Qi
Abstract
With the arrival of knowledge economy, the characteristics of enterprise
management have undergone profound changes, and human resource management has
changed from traditional personnel management to people-centered management. The
management mode of employee value gives a scientific and reasonable evaluation
requirements, build efficient including performance planning, performance coaching
and communication, performance evaluation, performance results application, enhance
performance goals, performance management system.
TY company is a high-tech enterprise specializing in the operation, guarantee and
service of production equipment. The company through the technology platform and
service mode leading to rapid response, localization services, and provide a low cost
solution for the customer&39;s production operations, because of TY&39;s products is provided
to serve as the core, is different from other traditional manufacturing enterprises,
therefore, the marketing staff in all aspects of TY&39;s operations that is the most
important. In view of this, TY company&39;s marketing personnel performance
management system construction is particularly important.
This paper is based on the TY company, using the basic theory and methods of
management, economics, organizational behavior and other disciplines, the
investigation and Analysis on the current situation of performance management system
of TY company, the performance management system the company performance
management level, performance appraisal index design is not reasonable, the results of
performance evaluation is not scientific, lack of system performance management西安建筑科技大学硕士学位论文
system support and the lack of incentive mechanism and other issues, and the reasons
for these problems for TY is not a complete set of scientific and practical performance
management system. Therefore, combined with TY company&39;s strategy and sales task
decomposition, analysis on the four dimensions of the Balanced Scorecard Based on
the comprehensive advantages of KPI, 360 degree assessment and target management
assessment methods, selection of key performance indicators for assessment of
employees from work performance, work ability, work attitude and basic quality,
design a more perfect and feasible performance management system for the company,
it is very necessary. And on this basis, further pointed out that the protection of the
performance management system of efficient operation must adhere to the
people-oriented management concept, strengthen the construction of the performance
management system of the supply of funds, the construction of performance
management culture, optimizing the organizational guarantee, but also good
performance appraisal training of relevant personnel.
The innovation of this paper lies in: Based on KPI method as the core, the
comprehensive advantages of 360 degree assessment and target management
assessment methods, from the work performance, work ability, work attitude and basic
quality of key performance indicators to construct the index system of performance
assessment in TY company, and the evaluation index system for the application.
Key words: performance management system; Balanced Scorecard; KPI index
system.西安建筑科技大学硕士学位论文
I
目 录
1 绪论 ...1
1.1 研究背景及意义..1
1.2 国内外研究现状评述......2
1.2.1 国外研究现状 ..........2
1.2.2 国内研究现状 ..........3
1.3 研究方法与研究内容......4
1.3.1 研究方法 ......4
1.3.2 研究内容 ......5
1.4 本文创新点 ...........6
1.5 本文研究技术路线 ...........6
2 概念界定及相关理论基础 ...7
2.1 基本概念界定......7
2.1.1 绩效及绩效管理 ......7
2.1.2 绩效管理体系 ..........8
2.2 相关理论基础......8
2.2.1 KPI 关键指标 ...........8
2.2.2 平衡计分卡理论 ......9
2.2.3 360 度反馈评价理论 ...........9
3 TY 公司营销人员绩效管理体系现状调查及分析...........10
3.1 TY 公司人力资源管理现状 .........10
3.1.1 TY 公司概述 ......
。。。以上简介无排版格式，详细内容请下载查看
==>>