国有企业二级绩效考核体系研究及应用管理科学与工程专业论文.docxVIP

中文摘要 中文摘要 重庆大学硕士学位论文 重庆大学硕士学位论文 I I PAGE PAGE IV 摘 要 人力资源，作为企业发展的第一资源，是决定企业发展的首要因素，近年来， 国内企业之间的竞争逐渐由物质资源的竞争转为人力资源的竞争。因此，人力资 源管理工作对企业的生存和发展的作用越来越重要。作为人力资源管理的重要环 节之一——绩效管理工作受到了学术界和企业界的关注，成为提升企业组织绩效、 完成发展战略目标的重要手段。绩效考核是绩效管理的核心环节，建立一套好的 绩效考核体系能够比较真实、客观的反映员工的工作绩效，并以此作为员工薪酬 发放、岗位变动、培训等的依据。企业应根据自身的实际情况，建立一套适合自 己的、科学合理的、切实可行的绩效考核体系，这对处于激励竞争中的企业来说 极为重要。 国有企业的绩效考核一直是被业界和学者关注的话题，但在实践中还是存在 很多问题。本论文将结合笔者在国有企业绩效考核中的实践，对国有企业绩效考 核的关键问题进行深入研究，并提出国有企业二级绩效考核体系。 本文首先分析了国内外的研究动态和研究进展，并对绩效考核的相关理论、 方法进行梳理。 其次，简要分析了国有企业的特点，详细阐述了绩效考核方面存在的问题， 并针对其特点和在绩效考核方面存在的问题构建了国有企业的二级绩效考核体 系。 最后，将国有企业的二级绩效考核体系引入 A 企业，分析验证该绩效考核体 系的有效性。 关键词：人力资源，二级绩效考核体系，绩效指标，熵权法 英文摘要 英文摘要 重庆大学硕士学位论文 重庆大学硕士学位论文 III III PAGE PAGE IV ABSTRACT Human Resources, As the first resource in enterprises’ development, It is the primary factor in the development of enterprises, In recent years, Competition between domestic enterprises by the material resources change into human resources gradually. Therefore, human resources management played an important role in enterprise’s development. Performance Management as one of the most important parts of human resource management, now has been the concern of more and more enterprises. It has been an important tool for enterprises to enhance its own organizational performance and complete its strategic goal. Performance assessment is the core part of performance management. Establish a good performance indicators system can truly and objectively reflect the performance of employees. and as a basis for staff salaries, job changes and training. Enterprises should establish a suitable, scientific and reasonable, practical performance indicators system based on the actual situation of their own. It is very important for enterprises which are in incentive competition. The problems of performance assessment of national enterprises have been much concerned both in practice and on theory. However, in practice, many problems still exist. This paper will be combined with practice in enterprises.