天宏纺织厂员工绩效考核存在问题及对策分析 精品

天宏纺织厂员工绩效考核存在问题及对策分析

摘要

员工绩效考核的作用在西方发达国家的企业界已引起越来越广泛的重视，其考核结果能很好地作为各种人事决策的依据。中国的改革开放进入到21世纪后，无数个民营企业如雨后春笋般迅速崛起，特别是中小型民营企业的发展，为中国民族经济注入了新的活力，成为中国经济发展的必然趋势。然而，也正是这些企业，却常常在法制经济和市场竞争中屡屡淘汰。其中，无法持续提升企业效率和效能成为最主要的症结之一。于是，国内很多人力资源专家提出，建立和完善企业的绩效管理工作是关键。本文总结了民营企业生产性员工绩效考核方面存在的主要问题，通过对天宏纺织厂员工的绩效考核制度的分析，阐述主要的不利问题：包括对绩效考核的目的及意义认识不足；考核制度不健全、指标体系难以建立、考核标准不明确；操作上信息不对称；未取得职能部门的配合，绩效考核工作不能顺利进行；考评方法简单、主观性太强；考核结果不能作为其他人事决策的依据；考核没有与员工个人发展较好的结合，等等。我会针对相关问题，进行进一步的研究，提出一些具体的解决措施，如建立以绩效为导向的企业文化，更新观念，加强内部管理；选择适用的绩效管理方法，制定具体、可操作的绩效考核标准；使用相对稳定的、可量化、较科学、较合理、能体现企业中长期发展的绩效指标；夯实企业的基础管理制度等等。旨在为探索出中小型民营企业绩效管理的发展提供一些帮助。

关键词民营企业；生产性员工；激励；绩效考核

ABSTRACT

In the Western developed countries the role of employee performance appraisal business has aroused more and more attention. The examination results can be a good basis for a variety of personnel decisions. China's reform and opening up into the 21st century, numerous private enterprises mushroomed rapidly rising. Particularly, for China's economic development trend, small and medium private enterprises pour a new vitality into the Chinese national economy. However, it is these companies, but often in the legal economy and the market competition often eliminated. One can not continue to improve business efficiency and effectiveness as one of the main crux of the problem. As results, many domestic human resources experts, establish and improve business performance management is the key. This paper summarizes the productive private enterprises exist Performance Assessment of the main problems. Tian Hong textile mill is awareness of

the purpose of performance appraisal and inadequate. Assessment system is not perfect, and indicator system is difficult to establish, assessment criteria are not clear. On the operation, the information is asymmetry. Not obtained with the functional departments, performance appraisal work can not proceed smoothly. Evaluation method is simple, highly subjective. Examination results can not serve as the basis for other personnel decisions. Personal development and staff appraisal is not a good combination. Edible oil production through the analysis of private enterprises set the major adverse problems. And address related issues, to conduct further research and propose some concrete solutions. For example, develop a performance-oriented corporate culture, new ideas, strengthen internal management; select the applicable performance management, to develop specific, workable standard of performance assessment; use of a relatively stable, quantifiable, more scientific, more reasonable and can reflect long-term development of corporate performance indicators; consolidate the company's basic management system, and so on. The purpose to explore the performance management of small and medium private enterprises is to provide some help.

Key word

目录

中文摘要Ⅰ

英文摘要Ⅱ

绪论Ⅲ

1 民营企业生产性员工绩效考核概述

1.1 绩效考核

1.2 民营企业生产性员工绩效考核的内容与方法

1.2.1 绩效考核

1.2.2绩效管理

1.2.3绩效考核的作用

1.3 绩效考核制度

1.3.1 适用考核

1.3.2 平时考核