广泰公司绩效管理体系重塑研究

重庆大学硕士学位论文广泰公司绩效管理体系重塑研究姓名：余元申请学位级别：硕士专业：工商管理指导教师：闫威20060401I3+13+13+1IIABSTRACTNowadaysperformancemanagementhasbeenrecognizedasoneofmostefficientmethodtoimprovethemanagementofenterprises.Whateverthesizeofonecompanyis,itwilladoptperformancemanagementinitsoperation.Performancemanagementexertsmoreandmoreinfluenceonthedevelopmentofenterprises.Thoughattachingmuchimportanceonit,enterprisesfinditsapplicationisfarfrombeingsatisfied,especiallythosesmallITcompanies.Manyofthemarelackofcompleteperformancemanagementsystem.Theirso-calledperformancemanagementinvolvespunishmentonly.Theybelieveobjectivecanbeachievedbypunishment.Butactuallyitturnsouttobeabarrelinthewayofcompany’sdevelopment.Thisthesis,aimingatGREATCoasstudyobjective,focusesonthestudyofGREAT’sperformancemanagement.Guidedundertheoryofsystem,objectivemanagementtheory,stimulatingtheoryandcontroltheory,thisthesisistodesignonesuitableperformancemanagementsystemforGREATCo.sothattheenterprisescanoperateefficiently.Thepurposeofthisthesisistosolvetheproblemsinperformancemanagement,sothatthecompany’sstrategycanberealizedsmoothly.TheremoldingsystemensuresbothGREATandothersimilarcompaniesimprovementinthisaspect.Thissetofnewperformancemanagementemphasissystematicmanagement,coversmanysides:performanceplan,fulfillment,evaluationandfeedback,usesobjectivemanagement&“3+1”theory,andstressessettingobjectiveandnegotiation.Atthebeginning,thisthesisintroducescontent,objectiveandmeaningofstudy.Thesecondpartdiscussestheoryofperformancemanagement:itsappearance,developmentandessential;analyzethestudymethodofperformancemanagement.Inpartthree,thethesisanalyzesthecurrentsituationofGREATCo.’sperformancemanagement,andpointoutthatthelackofasetofscientific,completeperformancemanagementsystemgeneratestheproblems.Partfourremoldsperformancemanagement.Basedonmanagementbyobjective,“3+1”dialoguemodeandrealityofthecompany,thisthesisremoldstheoldperformancemanagementsystemfromtheaspectsofperformanceplanning,performancefulfilling,performanceevaluating,performancereflectingandapplying.Partfivedemonstratesthevalidityofnewperformancemanagementsystembydiscussingitsadvantage,obstacleandresolutioninoperation.Keywords:performancemanagement,GREATCo,objectivemanagement,“3+1”dialoguemode1111.11.212211.33+13+1133+12422.12.1.17020408090122.1.2(2002)[1]254(2002)[2]2.22.2.1(2003)[3](2002)[2]26(Ainsworth)(Smith1993)(Quinn1987)(Torrington)(Hall)27(2003)[4]2.2.2()28(2002)[5]2.2.3(2003)[3]2.2.4292.2.5(2000)[6]210(2003)[7]1)2)3P3)“”“”(2000)[8]4)2115)2.32.3.1PDCA2.3.2(2003)[7]2122.42.4.1(KPI)(2000)[9]KPI“”2132.4.2(BSC)•S••P•(1992)()()1.2.3.4.()BSC(“”)BSC2.4.3(MBO)(P.F.Drucker)(1954)(2004)[10]214“”2.53+12.5.12152.5.22.5.360(EdwinLocke)(1997)[11]216()()()(VictorVroom)(1997)[11]32.5.4“”2.5.53+13+1(2003)[12]217+131833.1GTC2BGTC2DGTC2CGTC2FGTX3BGTX4BGTZ1CGTC2EGTX3EGTX4EGTZ1FGT-180M/T()ISO90012000721999“”“”20033“”4000V20042“”“”2“”3193302204354“”,60002005133.23.13.1Figure3.1Company’sorganizationalstructure3203.3200510032142244.14.1.1“3+1”3+14.1.21)2)3)4234)“”()4243+1”4.1.3(4.1)4.1Fgirue4.1Performancemanagementsystemworkflow4254.24.2.1SMART(Specific)(Measurable)(Attainable)(Relevant)(Time-based)1)2)3)4)5)6)7)3+14264.14.1Table4.1ChengduGreatCo.’spositionspecification××4271.(10%)2.(30%)3.(30%)4.(15%)5.(5%)6.(5%)7.(5%)60%40%1)4282)3)4.2.2123455=*(30%)54429390%280%1(30%)590%480%370%260%1,(15%)100%90%590%480%370%260%1;60%(10%)543215%430(5%)20%510%4310%220%1(5%)(5%)543214.34.3.14.3.24314.3.3432“”“”4.3.43+1(4.2)4.24334.2Table4.2GreatCo.’sperformanceobjectiveschedule××××××××13011()0.1290%0.330.3490%0.1550.0560.0570.05_______________________________4344.44.4.1“”4354.4.23+13+11)2)3)4)5)6)1)2)3)4)()5)4364.34.3Table4.3GreatCo’scommunicationrecord________________1()2()3()4.4.33+14374.54.5.14.5.24.5.314384.5.4(360)4.5.54394.5.6“”,4.5.74.24404.2Figure4.2performanceevaluationoperationflow()1)2)4413)50%50%50%80%20%()4.44.4Table4.4performanceevaluationweightlayout50%50%80%20%4424)60×60×4.54.5Table4.5achievements-relatedwagesdistributioncoefficienttable54.543.532.521.511.21.110.950.90.850.80.70.6150054.543.532.521.511.21.110.950.90.850.80.70.6()1080990900855810765720630540()1680159015001455141013651320123011405)6)(4.6)4434.6Table4.6GreatCo’sperformanceevaluationform5(A)()4(B)()3(C)()2(D)()1(E)××80502050444________________________________________________7)4.74.7Table4.7GreatCo’smonthlyperformanceappraisaltimetable1.242.25263.27284.29301)2)3)4)5)445(4.8)4.8Table4.8Employee’spersonaldevelopmentschedule()()()________________________________________________________________________1)2)446()1)2)3)4)4.6(1)3447;;;;1)2)3)4)5)6)7)(4.9)4484.9Table4.9GreatCo’sperformanceappraisalappealforma5bc54.74060802050449450“”55155.15523+1SMART5535.25543+15.3555..5.465663+157OO58[1]2002,2[2].2002,9[3].2003,4[4]2003[5]2002PP89[6]2000[7]2003,20[8].2002[9]2000,12[10]2004,4[11]P().1997,12PP180[12]3+12003[13]2002[14]3P2001[15]2001[16]2002pp80-87[17]S,P2002PP96-97[18]P,N(2)2002[19].2002,5pp4344[20]2002pp55[21]2001[22]2000[23]2002,8[24]2004[25]2001[26]2002[27]()200047,2pp76-77