某合资公司高层管理者绩效评估体系的优化设计.pdfVIP

要 人力资源管理，是企业管理当中的重要部分，而现代企业人力资源管理的核 心在于如何帮助组织获取竞争优势。 绩效评估一直是人力资源管理研究及实践中的难题，很难形成一套对各企业 都通用的绩效评估模式。 某 资公司的员工满意度调查表明，对绩效评估体系的不满是影响该公司员 工满意度的重要原因。因此，公司决定自上而下进行改革，对公司高层管理者的 绩效评估体系进行优化。 本文针对该 资企业的实际情况，首先对该公司原有高管绩效评估体系的现 状进行了分析, 发现原绩效评估体系在制度、内容、结果反馈和结果运用各个方 面都存在问题， 因此，公司对高管的绩效评估体系进行了重新设计，优化的核心 在于提供评估流程的透明度，由原来的主观的评估变为有明确衡量标准的客观评 估，并加入了绩效面谈环节，实现了由单纯的绩效评估转向系统的绩效管理的转 变。 对变革前后的两种绩效评估体系进行了问卷和访谈调查，调查结果表明高管 人员对新的绩效评估体系的满意度有显著的提高，从而验 了本次变革的有效性。 关键词：高层管理者 绩效评估体系 优化 1 Abstract Human resource management, is one of the most important part of the company management, the core target of the human resource management is how to help the organization to gain the competitive advantage. Performance appraisal is a difficult part both in human resource management theoretical and applied aspects, it is not possible to develop a uniform performance appraisal system which can suitable for all the enterprise. The employee satisfaction survey of one joint venture shows dissatisfaction about the performance management system is one of the important aspect affect the employee satisfaction level. Therefore, the company decide to optimize the performance management system, start from the senior management team. This thesis first analyzed the existing situation of the performance management system of the senior team of this company, it was found most of the senior management were not satisfied with the process 、result and the feedback of the performance management system, then the company redesign the new performance management system accordingly, the most important change including: enhance the transparency of the process, change from subj ective appraisal to objective appraisal, add the performance intervi