(最新版)中小企业绩效考核现状及对策研究_1毕业论文

题目： 中小企业绩效考核

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摘要

绩效考核作为提高企业和员工绩效的重要工具显得越来越重要。绩效考核是晋升和培训工作的依据。通过定期考核，也可以使员工自己了解在哪些方面已有提高，在哪些方面还有不足。绩效考核为组织的各类人员提供一个畅所欲言机会，有机会揭示出工作中的那些低效率行为，同时还可以帮助员工强化已有的正确行为。绩效考核还是奖励的合理依据。在现实中，许多企业的绩效考核都成了“走过场”，在考核的过程中没有规范做法，从而没有把绩效考核的作用发挥出来，甚至走向其对立面，如何充分调动员工的积极性和凝聚力，则有赖于公正、公平、公开的绩效考核机制的建立和完善。本文通过对绩效考核阐述的基础上，提出企业人力资源中绩效考核出现的问题，并提出相应的对策，以期对企业在绩效考核过程提供借鉴和一定的决策参考。

关键词：绩效；绩效管理；绩效考核；绩效机制

Abstract

The performance evaluation, the basis of promotion and training work, is becoming more and more important as a tool to improve the performance of the enterprise and the employee. Through the regular evaluation, the employees can realize their own improvements and inadequateness. It provides an outspoken opportunity for these various personnel, giving a chance to reveal the inefficient working behavior, and strengthening their correct behavior. Also, it is a reasonable foundation to give a reward. But in reality, many enterprises’ performance evaluation is just a formalism. They take nonstandard procedures, so it takes no functions, even moving towards its opposite. Then of the employees depends on the establishment and the consummation of a just, fair and public performance evaluation and incentive mechanism. Bases on the current situation of the perfoamance evaluation, this thesis analyses and incentive mechanism.

Keywords: performance; Performance management; Performance evaluation;

Incentive mechanism

目录

1 绩效考核的相关概述 ............................................................................................. 1

1.1 绩效考核的概念 .......................................................................................... 1 1.2 绩效考核的目的 .......................................................................................... 1 1.3 绩效考核的一般程序 .................................................................................. 2 2 中小企业绩效考核的现状分析 ............................................................................. 2 3 我国中小企业在绩效考核中存在的问题及其原因 ............................................. 5

3.1 没有重视工作岗位职责分析 ...................................................................... 6 3.2 绩效考核的标准设计不科学 ...................................................................... 6

3.2.2 以不相关的标准来对被考核者进行考评 ....................................... 6 3.2.3 工作绩效评价标准可操作性差或主观性太强 ............................... 6 3.2.4 采用单一的综合标准 ....................................................................... 7 3.2.5 工作绩效评价标准没有客观性和可比性 ....................................... 7 3.3 绩效考核的评价者选择失误、信息面太窄 .............................................. 7 3.4 绩效考核没有反馈，结果没有合适利用 .................................................. 7

3.4.1 没有考核信息可以反馈 ................................................................... 7 3.4.2 考核者不愿将考核信息反馈给被考核者 ....................................... 8 3.4.3 考核者无意识或无能力将考核结果反馈给被考核者 ................... 8 3.5 绩效考核的单一性 ...................................................................................... 8 4 中小企业绩效考核体系的建立与完善 ................................................................. 8

4.1 制定精确、公平的绩效考核体系 .............................................................. 8 4.2 做好工作岗位设计分析 .............................................................................. 9 4.3 确定合理的绩效标准 .................................................................................. 9 4.4 合理的选择考核者和考核信息 ................................................................ 10 4.5 进行绩效沟通和绩效反馈 ........................................................................ 11 4.6 实行差别绩效考核的原则 ........................................................................ 11

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