文档介绍：本科毕业设计(论文)
中小型私企绩效考核中的规范化管理的问题
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摘要
绩效考核作为人力资源管理的核心环节,它是企业人事决策的重要参考指标,为企业的薪酬决策和激励机制提供依据,并影响企业战略目标的实现。但绩效考核由于具有多因、多维、动态的特点,使得绩效考核长期以来难以科学地量化、规范化。目前,国内对中小型私营企业绩效考核的研究和实践都很不足,许多企业的绩效考核要么考核标准不科学,要么就是考核主体单一且考核方式僵化,大多数停留在定性考核的阶段,缺乏科学量化的考核体系,不能规范化评价员工的工作绩效。因此,建立一套科学的绩效考核体系,对绩效考核的规范化管理是我国中小型私营企业有效实现战略目标,增强自身竞争力的关键环节。
本文从绩效考核的基本内涵出发,介绍了绩效考评理论的目的、意义和发展趋势,通过分析中小型私营企业绩效考核规范化管理的必要性,结合部分中小型私营企业的例子,针对中小型私营企业绩效考核中存在的问题,对其进行原因分析,提出规范化解决的措施,使中小型私营企业绩效考核得到规范化。
关键词:规范化,绩效考核,中小型私营企业
Abstract
Performance evaluation is the key link of human resources management, it is not merely concerns directly enterprise's choosing talents validly, and offer the basis for the salary systems of enterprises, thus influence the setting-up of enterprise's incentive mechanism, influence the realization of enterprise's strategic objective finally. But it has more, multidimensional, dynamic characteristic that make examining of performance very difficult for a long time, so as to quantize scientifically and standardization. At present, the domestic research and practice that performance evaluation are very insufficient, the performances of a lot of small and middle scaled enterprises are not scientific of the performance standard, or the performance corpus one and performance ways e to a deadlock, sometimes, it es a mere formality just. Many enterprises can't work out from the stage of the examination of determining the nature, lack the examination system that can quantizes performance scientifically all the time, can't appraise the staff work performance objectively. So, setting up the performance appraisal system and the standardization management of performance evaluation is very important, it is the enterprises of our country that have realized the strategic objective effectively, strengthen the key link of one's own petitiveness.
The thesis starts from the basic connotation of performance evaluation and it introduces the goal, the significance and the devel