绩效管理：企业核心竞争力的必由之路(1)

-I-绩效管理：企业核心竞争力的必由之路摘要随着加入世界贸易组织及竞争的加剧，企业的成长将主要依靠高效的管理体系和制度所培育的独特竞争力，必须要经历由量的积累向质的提升过程。企业需要优化资源配置流程，并建立起一套方法体系以设立业绩目标，以及与之相适应的激励和反馈制度，使员工的发展、能力培养和企业战略有机的结合在一起，从而不断提高企业的绩效水平。绩效管理的有效性既体现企业战略执行的能力，又能通过绩效的反馈不断修正企业的发展战略，其重要性已经引起越来越多企业管理者的关注。国外对企业绩效管理的研究越来越多的事实证明，公司的健康运行已离不开高质量的绩效管理体系。目前，由于市场的逐步开放，中国企业与国际巨头比高低、论仲伯的时代已悄然而至。因此现实要求中国企业必须在企业管理上有实质性的提高，提高生产率和降低成本，从而提升企业的核心竞争力。而推行基于实现企业目标的绩效管理，无疑是一个必然选择。而做为中石化子公司的石家庄炼油化工股份有限公司则别无选择，结合企业实际，研究与运用绩效管理理论是企业的当务之急。本文采用系统的方法进行多因素分析，把开拓创新与借鉴成功经验相结合，根据绩效管理自身发展的客观规律进行研究。对石家庄炼油化工股份有限公司绩效考核现状进行了分析，指出了其绩效考核的优点、缺陷。本文认为在探索实施以企业价值最大化为目标的企业发展战略中，必须实现由绩效考核向价值导向绩效管理的转变。同时根据石炼化公司的总体生产经营战略，结合即将实施的ERP改造，重点对绩效管理体系的导向问题、绩效管理体系与企业文化的互动关系、绩效管理体系对组织结构依存度、绩效管理体系与企业人力资源战略匹配问题、及对绩效管理是对过程的管理还是对结果的激励等问题进行了思考与-II-一定的阐述。以期望能抛砖引玉，获得宝贵的建议与指正，在理论与实践中双丰收。PERFORMANCEMANAGEMENT:THEONLYWAYTOTHECOMPETENCIESOFENTERPRISECORE---BASEDONTHESHIJIAZHUANGREFINNING-CHEMICALCO.,LTD'CASEAbstractWiththeentryintotheWTOandthecompetitiongettingfiercerandfiercer,theenterprises’developmentmainlydependsonparticularcompetitionabilityofhigh-efficientmanagementsystem,andhastoundergothechangefromtheaccumulationofquantitytothepromotionofthequality.Enterprisesneedtooptimizetheresourcedistribution,establishamethodsystemofsettingupachievementgoalandrelevantpromotingandfeedbackrules,combinestaff’sdevelopmentandabilitycultivationwiththeenterprise’sbusinessstrategy,inordertoimprovetheenterprises’performancelevels.Thevalidityofperformancemanagement(PM)cannotonlyreflecttheabilitythattheenterprisescarryoutitsbusinessstrategy,butalsorevisethedevelopmentstrategiesofenterprisesconstantlythroughthefeedbackoftheperformance,itsimportancehasalreadycaughttheattentionofmoreandmoremanagers.Themoreandmorefactsofenterprise'sPMstudydonebyforeignenterpriseshaveprovedthatthehealthoperationofenterprisesdependsonthehigh-qualityPMsystem.NowcomestheerainwhichSINOPEChastocompetewiththeinternationalgiantasthemarketisopening.Sopetrochemicalenterpriseshavetoimprovebusinessadministration,boostproductivityandreducecostsinordertoimprovethekeycompetitivenessofenterprises,socarryingonPMbasedonrealizingtheenterprises’businessgoalistheinevitablechoice.AsasubsidiarycompanyofSINOPEC,ThereisnooptionforShijiazhuangRefining&ChemicalCo.Ltd.(SRCC),thetopprioritytaskofSRCCistostudyandusethetheoryofPMaccordingtothestatusquo.ThistreatiseanalyststhestatusquoofthePMofSRCC,pointsouttheadvantagesanddisadvantages,bywayofusingmultifactoranalysiswiththesystematicmethod,combiningpioneeringandinventing关键词：绩效管理；核心竞争力；组织结构；企业文化；激励机制-III-withlearningsuccessfulexperienceforreferencetogether,andcarryingonresearchaccordingtotheobjectivelawofPM.TheauthorindicatesthattheperformanceexaminingshouldchangeintoPMguidedbyprofitduringtheexplorationofthedevelopmentstrategywhoseaimisthemaximizationofenterprise’svalue.AtthesametimetheauthordiscussesthedirectionofPM,therelationshipofcorporationcultureandPM,thePM’sdependenceoninstitutionalframework,thematchofPMsystemandhumanresourcestrategy,thequestionthatPMsystemisthecontrolovercourseortheencouragementinresult,etc.Theauthorexpectstobeabletoattractattention,obtainthevaluablesuggestion,alsotheauthorexpectshecangetharvestsinthetheoryandpractice.KeyWords：performancemanagement；thepowderofcorecompetition；framework;thecultureofenterprise;inspiritingmechanism-IV-目录摘要...................................................................................................................................IAbstract...................................................................................................................................II插图或附表清单......................................................................................................................1引言..................................................................................................................................21绩效管理研究的目的和意义.............................................................................................41.1绩效管理概论...........................................................................................................41.2有关概念及特征.......................................................................................................41.2.1绩效.................................................................................................................41.2.2绩效考核.........................................................................................................51.2.3绩效考核和绩效管理的区别.......................................................................51.2.4实现从绩效考核到绩效管理转变的原因...................................................61.2.5绩效管理及其特点........................................................................................61.2.6绩效管理体系的组成及作用.......................................................................71.2.7现代企业绩效管理的现状............................................................................81.3研究的重点.............................................................................................................101.4研究方法......................................................