随着市场国际化和竞争的加剧,企业如何吸引、保留高素质人才,通过提 高员工的绩效而提升企业的绩效,最终达成企业目标、提高企业竞争力是每个 企业当今面临的重大课题。建立以企业战略为导向,以关键绩效指标为核心的 企业绩效考核体系,公平、公正绩效测评体系为中心的绩效文化,是企业完成 战略目标走向成功的必由之路。 可是,在实际企业管理实践中,尽管管理层认为绩效考核在人力资源管理 体系中处于非常重要的地位,但是由于工作中由于缺乏管理经验和在绩效考核 方面的认识的不足,导致绩效考核常常流于形式,不但不能为企业提供导向作 用,而且容易因绩效考核增加管理层与员工之间的矛盾,更谈不上什么激励作 用。本文选取了开乐盖公司作为论文的研究对象进行了具体研究。 全文共分六章内容,首先从理论综述开始,然后运用员工满意度调查表, 分析出当前开乐盖公司现行绩效考核方案的不足与存在的问题,诸如战略缺失、 考核指标没有量化、部门及岗位职责不清等等,然后在此基础上设计出符合开 乐盖公司实际运营情况的绩效考核方案,并对新绩效考核方案的应用和配套改 革方案进行论述。 文章通过针对开乐盖公司绩效考核方案改进研究,为制造业的员工绩效考 核体系的建立提供了有益的参考和借鉴,也证明了绩效考核工作在企业管理中 的重要地位及实践意义。 关键词:绩效考核、KPI、开乐盖公司、战略导向 I MBA学位论文 作者:潘娓 开乐盖公司绩效考核方案改进研究 Abstract As the internationalization of the market and the aggravation of tiie market competition, how to attract, retain high-quality talent, promote the enterprise performance by improving employee performance, and ultimately achieve the goal of enterprise, enhance its competitiveness, is the major task that every enterprise has to face today. To build the enterprise-strategy oriented enterprise performance evaluation system,with key performance indicators as the core,fair and equitable performance evaluation system as the center of the performance culture, is the only way for the success of every business. In the actual practice of enterprise management, nevertheless, while the management believes that the performance appraisal is an important part of human resources management system,due to the lack of management experience and understanding of performance appraisal, performance appraisal is often becoming a mere formality, fails to provide guidance for enterprises, and makes it easy to increase the contradiction between employees and management, not to mention any incentive effect. The current study is aimed at exploring the performance appraisal of Carlo Gavazzi company. This essay is divided into six chapters, beginning with literature review, using employee satisfaction survey. It finds out the current problems faced by the existing performance appraisal program of CARLO GAVAZZI Company, such as lacking in strategy, un-quantified performance indicators, unclear department and position roles and responsibilities, to name a few,then designs a performance appraisal plan that fits CARLO GAVAZZI Company's actual operation status, and elaborates on the ^plication of the new performance qjpraisal plan and its corresponding reform scheme. This article provides a useful reference for Carlo Gavazzi company's excellent performance apprsdsal program on employee performance appraisal system in manufacturing industry. Therefore, the performance appraisal really has an important position in business administration and practical significance. Keywords: performance evaluation; KPI;CARLO GAVAZZI Company;Strategy oriente II MBA学位论文 作者:潘娓 开乐盖公司绩效考核方案改进研究 目录 一、弓1言 1 (一)研究的背景 1 (二)研究的意义 2 (三)研究的思路与研究方法 4 二、绩效管理理论基础 7 (一)绩效考核 7 (二)绩效考核的主要方法 10 三、开乐盖公司绩效考核现状评价 15 (一)开乐盖公司人力资源现状 15 (二)幵乐盖公司绩效考核现行方案 19 (三)开乐盖公司现有的绩效考核存在的问题 24 四、开乐盖公司绩效考核方案改进设计 31 (-)绩效考核方案改进设计的目标与原则 31 (二)幵乐盖公司绩效考核改进方案设计 33 五、幵乐盖公司绩效考核改进方案的实施 48 (一)员工与管理者培训 48 (二)薪酬体系的配套改革 50 (三)考核管理过程的配套改革 53 六、结论与研究展望 56 (一)主要结论 56 (二)研究展望 59