对绩效管理系统分析研究.docx

对绩效管理系统的分析研究 　　 英国启航论文 　　绩效管理对于一个企业来说，是一种很有效率的管理方式，不仅可以提高企业整体效率，还可以增强员工凝聚力，让他们更好地完成企业的使命和目标。对于企业来说，绩效管理系统是运用计划而非碰巧来保证企业绩效的一种管理手段，也称PMS。从附录1中可以看到，绩效管理系统所涉及到的区域，其中有四个功能模块与绩效管理系统是密不可分的：战略选择、战略分析、关键绩效指标管理、企业预算计划与编制、统一的财政报表(伊萨耶夫，2011)。 　　绩效管理系统的优势在于，所有员工为了企业的目标和宗旨所作出了自己的贡献，并且感受到自己在企业中的重要作用。如果每个员工都愿意主动承担自己的义务，企业的整体效率也会随之提升(MSG2012)。企业绩效与员工绩效管理相结合的管理方式已经成为现今绩效管理系统发展的新趋势。越来越多的公司都会注重“战略人力资源”，利用企业的使命和目标来增强员工的积极性，提高企业贸易成功的效率(易珊拉，2012)。绩效管理系统所定义的范围是用来鉴定员工的工作表现和工作状态的。 　　Performance Management System, also known as PMS, is where companies implement to ensure the performances of the company happens by plans and designs and not by chance or luck. Its a systematic process for company to involve employees to support and improve the company’s effectiveness by focusing and educating them to achieve the company’s mission and goals. Appendix 1 shows the radial diagram of PMS. There are four functional blocks that are associated as the PMS concept; there are strategic choice and strategic analysis, management by key performance indicators, corporate budgeting and planning, and finally consolidated financial reporting (Isaev, 2011). 　　The current trend in PMS is the link between the organizational performance and employee performance management. Lots of companies are focusing on ‘strategic HR’, to align human resources initiatives with the mission and goals of the company to improve business success (Insala, 2012). The benefit of PMS is employees of the company able to understand the importance of their contributions to the company’s objectives and goals. If the employees are able to commit, the company’s performance will also improve, and with good system and communication going on, employees may also be loyal and more productivity will be improved (MSG, 2012). The scope of PMS is to identify the performance and states all of it clearly. 　　Besides that, it is important to set performance standard, to identify competencies and competency gaps that hind