题目:合肥神鹿双鹤药业有限公司人员绩效考核 方案设计 专业:工商管理(MBA) 学员姓名:何玉华 导师姓名:陈爱娟副教授 摘要 学员签名:病否年 导师签名:洛知为 加入wTO后,中国中医药企业面临激烈竞争。研究如何建立切实 可行的绩效考核体系,对于整个中医药行业生存与发展,对于当前的 国有企业改革改制,具有重要的理论参考价值;对合肥神鹿双鹤药业 有限公司实现在生存的基础上进一步做大做强的目标,也具有非常重 要的现实意义。 本文首先阐明了对绩效考核、激励等基本理论的理解,以神鹿公 司绩效考核体系为研究对象,通过问卷调查的方式对其现状进行调查, 并采用层次分析法和模糊数学模型对调查问卷进行分析,得出员工对 目前考核现状的总体评价;然后采用量化指标,根据管理人员、一般 行政人员、销售人员和生产人员的不同需求,重新设计了神鹿公司人 员绩效考核方案,最后由成本一收益模型,阐明了方案实施中的要点。 本文理论与实际结合紧密,理论运用恰当,实用性强。虽然是基 于中药企业进行研究,但对于其他类型行业企业的绩效考核与激励机 制也具有一定的参考作用和实际应用价值。 [关键词】:绩效考核激励方案设计 [报告类型]:应用研究Abstrael Title: Major: PerformanceAPPraisalProjeetDesignofHefei ShenluShuangheMedicineCorPoration,Ltd MasterofBusinessAdministration Nsme:HeyUhua Director:ChenAljuan Signature: Signature: 准从际一版 丸),一队叙 Abstr8Ct Chinesetraditionalmedieineeorporationsarefaeingfieree eomPetitionafterenteringWTO.StudyinghowtosetuPfeasible PerformaneeaPPraisalsystemhasimPortantrefetringvalueto develoPingofwholeChinesemedicineindust汀andeurrentreformation ofstate’5eo印oration.ItalsohasgreatPraetiealsignifieaneetothe biggerandstrongerofHefeiShenluMedieineCo印orationafter Su卿Ivlng· InthisPaper,basedonmyunderstandingtotheoriesofPerformanee aPpraisalandmotivation,ShenluMedieineCorporationwassetasthe researehobjeet,andquestionnairewasusedandanalyzedbyAnalytie HierarehyProeess(AHP)andfuzzymathematiealmethodtoinvestigate theoverallapPraiseofthePersonneltowardsstatusquoofPerformanee apPraisalinShenlu.Onthebasisofaboveinvestigation,thePerformanee appraisalprojeetofShenluMedieineCo印orationwasre一designed aimingatdifferentdemandsofsuPeriormanager,eommonmanager, teehniealPersons,salesmanandworkers,inwhiehquantitativeindexes weresPeciallyemPhasized.Intheend,theoPeratingPointsinProjeet PraeticingwereelarifiedthroughtheCost一IneomeTheory. 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[K即wordsl:performaneeAppraisalMotivationprojeetDesign [TypeofThesis]:AppliedResearch目录 目录 1导论,············,····························································,·····1 1.1选题的背景和意义,··············,············,···························’“·…‘.‘’1 1.LI中药行业背景·····,·······,·······,··,·,··········,····,·····,······4········,···1 1.1.2问题的提出···················,····,···············,··············4····,············,··…1 1.1.3报告研究的意义···································‘·········,·············,·····二·2 1.2本文研究的目标和研究方法··········,·············,·,·············,············,2 1.2.1本文研究的目标······················,·······,·······,··,····,·······,············2 1.2.2本文的研究方法,······················································”“一’·‘2 1.2.3本文的框架··4······,········4······,·········,···············,·····,·············、··一3 2绩效考核相关理论综述·····································“············5 2.1激励理论························,·····,··,·,·······,·······,···二········‘····,二········5 2.1.1激励的基本概念······,···············,4······,···············4···················5 2.1.2激励的基本方式·······,·······················甲··········,··,··,·············5 2.1.3激励理论的发展史及研究现状·····························,·,············6 2.1.4激励理论简介····二··4····································‘························8 2.1.5激励理论的发展趋势··4·,····,·····,·······,··,···,········4···,··,··,···10 2.2绩效考核··········································..··4·································n 2.2.1绩效考核定义······························,·············二··············,········12 2.2.2绩效考核的方法·,·········,·····,·,·········,··,·······,···············,····,·一12 2.2.3绩效考核背景简介··,··,···‘·················,·······,············,·······..·14 2.2.4绩效考核的研究动态·······、·‘,‘····,·,··,··,·············‘········,、·,····一14 3神鹿公司绩效考核现状分析·········,··························,····一18 3.1神鹿公司基本情况············,····,····~···,····,··········,····,··············,一18 3.1.1公司概况··········,··,······································,··,·······二······,····18 3.1.2公司的组织结构····································,·······················二··,··…19 3.1.3公司的人员构成··············‘,···········································,·19 3.1.4公司的发展前景·,·4,·········一,’’····································20 3.2神鹿公司绩效考核现状···,········‘············1·······,··‘·,·····················20 3.2.1市场体制确立前的人事考核········,·····················,··············20 3.2.2市场经济体制确定后的绩效考核制度·,···············,·······,····21 3.3神鹿公司绩效考核现状调查·····,·······,·····‘········4···················23 3.3.1考核现状的进一步分析·····················,········,·,、·、··,·······,······24 3.3.2建立指标因素权重的层次结构··,·······,·········,··,··················,一24 1 Z西安理工大学工商管理硕士(MBA)学位报告 3.3.3层次分析法的标度及含义······························,··············…..…25 3.3.4确定不满意因素的权重·········,··,······································25 3.3.5模糊测评··················,····················,·‘·································一29 3.4神鹿公司绩效考核制度存在的主要问题···············,··········,·····一323.5主要问题的原因分析·····,··,····,··二·······,····················,········,··一弓4 3.5.1宏观原因···,··,·················,·······,····,·····,············,·······,···········一34 3.5.2微观原因·