钻石公司员工绩效考评体系设计与实施策略

湖南大学硕士学位论文钻石公司员工绩效考评体系设计与实施策略姓名：陈晶德申请学位级别：硕士专业：工商管理指导教师：单汩源20041001I/IIAbstractCorporationsofmarketingeconomy,inpursuitofbenefits,mustseekconsistentlytoreachtheaimsofperformance.Establishingthesystemofstaffperformanceappraisalisawaytopromoteandguaranteeorganizedperformancebymanycorporations.Theworkingperformanceofthestaffmeansaconditionofprogressinworkingandfulfillmentoftheaimsofperformance.Practically,itreferstotheassessedworkingbehavior,performanceandresultsoftheworkingstaff.Expectedbythemanagementteam,performanceappraisalisanactiontakentoensureworkingbehaviorandworkingresultsneedtobebroughtintothecorporationevaluations.Whenestablishinginthecorporationthestaffperformanceappraisalsystem,itisnecessarytohaveafullunderstandingofthecorporationstrategiesandaccordinglymakethissystemfitforthestrategies.Atthesametime,itisalsonecessarytomakeananalysisoftheorganizationalenvironmentofthecorporationinaccordancewithitsrulesandprinciples,thecorporationcultureanditshumanrecoursesmanagementtomakeitcompatiblewiththeperformanceappraisalsystem.Basedontheexistingcorporationstrategies,theestablishmentofstaffperformanceappraisalsystemrequiresthesettingupoftheaimsofperformance.Outofthesefouraspects---finance,operations,customers,andlearning/grow-upcorporationsmaybeabletouseBSCtodesigncompoundaimsofperformancebeneficialforcarryingoutcorporationstrategies.Accordingtothedistributionoftheorganizationalfunctionsandtheresponsibilitiesineachdepartmentandeachpostwithinthecorporation,wewillassigntheorganizedaimsofperformancetospecificposts,andthereforeensureaimsofperformanceofeachpost,whichcanbetakenasthebasisforperformanceevaluationoftheposts.Inordertoestablishthestaffperformanceappraisalsystem,responsibilitiesandobligationsofhumanrecoursesdepartmentandthemanagementteamofdifferentlevelsneedtobeidentifiedinthecorporationtoguaranteethepracticeofsuchasystem.Ontheotherhand,improvingtheorganizationalenvironmentasthatofcorporationculture,managementprinciplesetc.alsohelpsthepracticeofperformanceappraisalsystem.ItisofgreatimportancethatthemanagementteamneedstostrengthencommunicationwiththestaffandbooststhefulfillmentoftheIIIaimsofperformanceasexpected.KeyWords:PerformanceAppraisal;PerformanceCommunication;PerformanceFeedback;DesignofOrganizationFunction;WorkingAnalyzing1______2111.1WTO123231.2WTO20016790002002141.320601.3.141.3.1.11..XX20305--23YY4YY61.3.1.2XYY51.3.1.3123471.3.21.3.2.161.3.2.21.72.1.1881.11.3.2.31.2.3.491.3.2.41.92.3.102102.1112001112.2121213132.3142001142.415152.5161633.1173.1.1.SMART17SSpecificMMeasurableAAttainable7080%1015%7080%1015%RRealisticTTime-bound500063.1.2.18/18cause-and-effectlinks------3.1193.1123/19202112/12322/3.1.3.3.1.3.1.111000240%320%43000598%3.1.3.2.198%230%3100%3.1.3.3.120298%36/490%515%3.1.3.4./1100%295%3100%3.23.2.1233.2.1.1.24121233.2.1.2.123.2.1.3.12223495612323453.2243.13.2B3.2.2253.325263.2.2.1.271234563.2.2.2.3.33.13.4263.13.2.2.3.3.2.2.4.1.CD2.A---(Administration)T---(Technology)M---(Marketing)P---Production40134313.123456271234564.22SPTM123456X32GS200”FHYZSJYMDTMJXZCGXXXSSC()D5.28ABCDEE6.F3.33.3.13.3.1.13.3.1.23.3.1.33.3.1.43.3.1.5293.3.23.3.2.13.3.2.23.3.2.33.3.2.43.3.2.53.3.33.3.3.1.303.23.3.3.2.1233.3.3.3.1.50%40%10%70%30%50%40%10%80%20%100%100%100%40%30%30%55%45%315120%2.3.3.3.4.1.2.A.101010B.101010C.10D.3.3.3.5.GH323.3.43.3.4.1.1233.3.4.2.122831—243—455—6162712:007788--993.3.4.3.12111333112—133135:0041141551166118711920812213091183.3.53.3.5.1.3.3.5.2.3.3.5.3.343.3.63.3.6.1.A+ABCDEFA+ABCDEFKK9895K9890K9585K9080K8570K80K701.110.950.90.850.80.73.3.6.2.125%35%5%155%25%35%5%323E34E45E3.3.6.3.13523CC4C5F2F65%3.3.6.4.123644.14.1.1374.1.24.1.2.1384.1.2.24.1.2.32839294.1.3304.1.4404.2PDCA31PDCA4.2.132414.2.24.2.3334.2.4424.31234434.444354.51.2.3.4.1.3---572.1030452—34647PDCA481..,2003,(3)51-532..1.2002.55-73..1.200329-304..1.199923-485..,2002(7)31-326..1.:,2004,34-377Beer.Humanresourcemanagement:ageneralmanager’sperspective:textandcases.1sted.NewYork:TheFreePress,1985,121-1458..1.2003109..1.20032010...2002(11)55-5711....1.200119-2012.2004-06-1813...:,1997,23-2514Griffeth,Bedeian.Employeeperformanceevaluations.JournalofOrganizationalBehavior,1989,10,83-9015..1.200393-9416JohnM.Ivancevich.HumanResourceManagement.8thedition.American.theMcGrawHillCompanies,Inc.200117.KPI.1.200339-7718,.:.1.:,2003,26819,..1.:,2003,21-37,117-17320..,2004-01-1121RobertSKaplanandDavidP.Norton.TheBalancedScorecard.Boston:H49arvardBusinessSchoolpress.199696-9722..2004-06-1423,,..1.:,2004,176-20624,..1.:,2003,33-3425...2001,1.47-4826...2003,3,35-3627..1.2002121428.M...,.1.:,2004,38-3929...2002(7)6030..1.2003165-16831,,..1.:,2003,194-20732....1.2003247-29333R.....1.:200134..1.2003131-13235GearyA.RummlerandAlanP.Brache.ImprovingPerformance:Howtomanagethewhitespaceontheorganizationalchart.SanFrancisco:Jossey-Bass,19955051A[1]..2004-0573-7552BRL1.2.3.4.5.53CABC1.2.3.4.5.546.7.8.9.10.11.12.13.14.15.16.17.18.1ABC23abc55DM3-ZH-00-01M3-CW-00-01M3-RL-00-01M6-ZH-XZ-01M6-CW-00-01M6-RL-00-01M6-ZH-XZ-02M6-CW-00-02M6-RL-00-02M6-ZH-XZ-03