人力资源是企业的第一资源,人力资源管理水平直接影响企业的竞争优势。而绩效管理 作为人力资源管理的核心内容,对于提升企业整体管理水平起着关键的作用,因此对绩效管 理流程进行研究与幵发是企业在持续发展的过程中不可逾越的环节。 虽然绩效管理的重要性越来越受到重视,但大多数企业的绩效管理还没有做的很好,特 别是中小型企业,他们往往没有建立起完善的绩效管理体系,所谓的绩效管理工作也只是涉 及到绩效考核方面,认为只要有了考核就可以解决执行力的问题,目标就能得以实现。但实 际的结果往往是目标没实现、问题没解决、人员流失严重,最终反而阻碍了公司的发展。 本文以Y公司为例,通过访谈和问卷调查,运用人力资源管理的基本理论和方法,对Y公 司绩效管理的现状进行诊断,重点分析了 Y公司绩效管理中存在的问题和原因,发现公司的 绩效管理方式与公司的战略目标不匹配、绩效管理制度不健全、绩效指标设计不够合理、缺 乏有效的沟通和反馈机制等诸多问题,已经不能适应企业自身高速发展和外部市场环境的需 要。本论文试图基于Y公司的实际情况,对其绩效管理存在的问题进行深入剖析,运用现代 人力资源管理的相关理论和工具,对其绩效管理流程进行深入研究,提出具体的改进思路、 建议及方案,并在这个基础上设计出一套优化的绩效管理流程。希望可以通过本论文的研究 对中小企业的绩效管理有一定的参考价值。 本论文主要内容包括:第一章:引言。介绍本论文的研究背景、目的、意义及研究方法; 第二章:绩效管理理论综述。对当前主要的绩效管理理论进行概述,同时对相关概念进行界定; 第三章:Y公司绩效考核现状及问题分析。重点介绍Y公司绩效考核情况,全面分析绩效考核 存在的问题和不足;第四章:Y公司绩效管理流程的优化方案。阐述改进后的绩效管理流程的 设计原则、思路,介绍改进后的流程和做法及方案内容;第五章:结论,概括文章的研究成果 及应用前景。 通过以上工作,希望能够以科学的绩效管理流程设计,解决公司长期在绩效管理上存在 的问题,并为其他的中小型企业在设计绩效管理体系时有所帮助。 关键词:绩效管理’绩效计划,绩效考核,绩效反馈 I Study on The Optimization Scheme of The Performance Management Process of Y Company Wang Yi (Business School) Directed by Gao Guiping ABSTRACT Human Resource is the primary resource of an enterprise, the standard of human resource management directly affects the competitiveness of the enterprise. The performance managemoit is the core content of human resource management, which plap a key role in promotion the standard of the enterprise management, ttierefore the research and development of the performance management process are the impassable aspects of sustainable development of the enterprise. Although the importance of performance managCTaent has been paid more and more attention,but most of the enterprise performance management has not done well. Many enterprises,especially Small and medium enterprises(SMEs.)5 failed to establish a complete performance management system. The so-called performance management is only related to performance assessment. They think that the solving of the executive force problems can achieve all goals. The actual results are the problem is not solved,the goal is not achieved, serious loss of staff,and hindering the developmrat of the company at last. In this paper, I took Y Company as an example, by using interviews, questionnaires, and the basic theories and methods of human resources management. I analyzed the performance management of Y Company and focused on the existing problems and causes in the performance management of this company. I found out that the company's performance management and the company,s strategic goals are not match, tiie performance management system was not perfect, the design of the performance indicators are not reasonable, the performance management system lack of effective communication and feedback, which have been unable to adapt to the need of external market environment and their own high-^3eed II development. Based on the actual situation of Y Company, this paper deeply analyzed the existing problems in performance management by the modern human resource management theories and tools,I studied its performance management process, made the improvement ideas, programs and recommendations, and designed a new performance management process. I hope that the results of this paper would provide references for performance management of SMEs. The main contente of this paper are as follows: Chapter I: Introduction. In this section the research background, purpose, meaning and personal research methods are introduced. Chapter II: Summary of Performance Management Theory. In this section the summary of performance management theory is given,the related definitions are defined. Chapter III: Y Company Performance Status and Problems. I focused on introducing the performance situation of Y Company, and then analyzed the problems and deficiencies in the performance appraisal. Chapter IV: Improvement of Y Company's Performance Management Process, In this section,I explained the design principles and ideas of improved performance management process, and introduced improved processes, practices and program content. Chapter V: Conclusions. The research results and application prospects were summarized in this section. Through the results of this paper, I hope to solve the long existing problems in performance management by the scientific design of the performance management process, and provide some help in design of performance management system for other SMEs. Key Words: Performance Management, Performance Plan,Performance Appraisal, Performance Feedback III 山东建筑大学硕士学位论文 目录 第1章绪论 1 1.1研究的背景 1 1. 2研究的目的和意义 2 1.2.1研究目的 2 1.2.2研究意义 2 1. 3 _施 3 1. 3. 1文献分析法 3 1. 3. 2调查法 3 1.4研究内容 3 第2章绩效管理理论概述 5 2.1绩效、绩效考核和绩效管理 5 2. 2绩效管理的作用 5 _ 2. 3绩效管理的基本流程 6 2. 4绩效管理常用方法 7 2. 5绩效管理的应用基础 8 2. 6绩效管理研究的发展趋势 11 2.6.1国外绩效管理研究的知名观点及应用价值 11 2. 6. 2国内绩效管理研究的知名观点及应用价值 13 ” 第3章Y公司绩效管理的现状分析 15 3. 1 Y公司基本情况 15 3.1.1 Y公司发展历程 15 3.1.2 Y公司组织结构 16 3.2 Y公司绩效管理的现状 16 3.3 Y公司绩效管理存在的问题 18 3. 3.1绩效管理与公司战略目标没有有效结合 19 3. 3. 2考核指标设计不科学、不合理 19 3. 3. 3绩效考核缺少沟通和反馈机制 19 3. 3. 4绩效考核周期不合理,结果应用较少 20 3. 3.5高层管理者对绩效管理的重视不够 20 3. 3. 6绩效管理度不健全 21 第4章Y公司绩效管理流程的优化方案 22 4. 1绩效管理流程设计的目的 22 I 山东建筑大学硕士学位论文 4.1.1建立以企业战略为导向的绩效目标体系 22 4. 1.2将绩效目标分解为绩效考核的指标和标准 24 4.2建立完善的绩效实施计划 27 4.2. 1绩效计划的本质 27 4. 2. 2绩效计划的制定 27 4. 2. 3制定绩效计划的关键问题 28 4.3实施科学的绩效考核 28 4.3.1影响绩效管理实施的因素 28 4.3.2持续的绩效沟通 30 4. 3.3收集考核信息 31 4. 4评估绩效管理的效果 32 4. 5进行绩效反馈制定绩效改进计划 35 4. 5. 1绩效反馈面谈的方式 35 4. 5.2绩效反馈面谈的准备 36 4. 5. 3绩效反馈面谈的程序 36 4. 6绩效考核结果的应用 37 4. 6.1员工薪酬的发放 37 4. 6. 2调整工作配置 37 4. 6. 3员工培训的依据 38 4. 6. 4作为人员晋升决策的参考 38 第5章总结 39