文档介绍：成人高等学历教育
毕业论文
国有企业员工绩效管理机制研究
办学单位: xxx大学继续教育学院
班级: 人力资源管理2009级本科业余
学生:张三(10561055206705015)
指导教师:李四副教授
提交日期: 2009 年 11 月 8 日
中文摘要
国有企业是我国经济体制中的重要组成部分。科学管理国有企业的人力资源,是提高国有企业核心竞争力的关键,而通过有效的绩效管理机制是吸引、保留和激励企业人才,提高企业竞争力的重要手段。当前多数国有企业绩效考核实行中存在困难,绩效考核与发展战略相脱节,绩效考核时间僵化,各级管理者和员工的参与度不够,考核缺乏量化、明确的工作绩效评价指标,考核指标脱离岗位职责、工作任务,绩效评价不现实,未形成有效的反馈机制等等,使整个国有企业绩效考核体系形同虚设,员工产生逆反心理,达不到考核的预期目标,甚至还导致不少人才流失,绩效考核未能在企业管理活动中发挥应有作用。本文首先引进绩效管理的基本理论知识,通过研究绩效管理工作与企业的人力资源规划、人员招聘、人员选拔、员工培训等工作的关系,结合实际分析国有企业员工绩效管理工作中的现实问题,探讨国企员工绩效管理工作的改进措施,以期推动员工绩效的提高,激励保留核心员工,提高组织绩效。同时研究了国外盛行的360度绩效考核法在我国国企的适用性,存在问题及改进措施。
关键词:国有企业员工激励绩效管理
Abstract
China's economic system of state-owned enterprises are an ponent. To manage human resources of enterprises is the key to improve the state-owned enterprise's petitiveness,and Through effective performance management system is the important way to attract, retain and motivate human resource and to improve petitiveness. At present the majority of state-owned enterprises there are difficulties in implementing a performance appraisal ,performance appraisal and development strategy are not the same line, Performance appraisal time, the rigid , managers and employees at all levels are not enough to participate in , the lack of quantitative assessment and a clear performance evaluation indicators from the job responsibilities, work tasks, Performance evaluation is impractical, not to create an effective feedback mechanism, etc. So that the whole state-owned enterprise performance evaluation system exists in name only, staff from rebel and not reach the desired objective assessment, and even lead to a lot of brain drain, performance appraisal activities in the enterprise management failed to play its due this paper, we will explain the introduction of performance management , the basic theoretical knowledge first, through the study of enterprise performance management, and the relationship of human resource planning, staff recruitment