S集团知识型员工绩效考核及改进分析研究.pdfVIP

摘 要 在我国加入 WTO 之后，国有企业面临着实力雄厚的跨国企业对人才尤其是知识 型人才的争夺。与普通员工相比，知识型员工具有高素质、独立性、创造性较强等 特征，以及企业自身一些客观因素的影响，国有企业在对知识型员工的绩效考核、 激励等管理方面仍有待改进完善，这些存在的问题不但影响了知识型员工积极性的 发挥，而且还进一步影响到企业的持续经营与发展。 本文以 S 集团一家国有大型企业集团知识型员工的绩效考核问题为研究对象。 首先分析了论文研究的目的和现实意义，在知识型员工的管理方面，原有简单、粗 放的管理方式已经不能适应新形势的需要，现实中部分问题已经显现，进行绩效考 核改进势在必行。其次文章介绍了常用的绩效考核模式及考核方法，并对成功企业 的考核方法进行了分析，为企业绩效考核改进提供了借鉴。然后，本文在对企业知 识型员工特点、绩效考核现状进行分析的基础上，通过对知识型员工的个人需求和 考核模式进行调查，总结出企业在知识型员工的工作分析、考核指标设计、考核沟 通和反馈等方面存在的问题，并进行了深层次原因分析。最后以绩效循环流程为主 线，针对绩效目标设定、绩效评价、绩效反馈与沟通、绩效改进等环节中有待加强、 细化的薄弱环节提出相应的改进完善措施。 关键词：知识型员工 绩效考核 考核体系 专项考核 I Abstract After joined WTO, Many State-owned enterprises faced with the drastic contention for talented person especially for knowledge talented person from the strong transnational enterprise. Different from the ordinary staff, the knowledge staff is more high quality, independence, strong creativity. By the influence of the knowledge staff’s characteristic and the enterprise’ situation, the State-owned enterprises have something wrong in the PE and encourage for the Knowledge staff. Not only the knowledge staffs enthusiastic but also enterprises management and development are affected. This thesis takes the problem of the knowledge staffs PE of S group as the object to study. First, we point out the goal and the significance of the study, the carrying way of PE is so simple and rough that it could not meet the group’s need of development. In the reality, some problem has appeared, the improvement of PE is imperative. Then, it introduced the methods of PE used commonly, and carried on the introduction and the analysis to the outstanding enterprise’s PE; it has provided the model for the improvement of the group’s PE. Then, on the base of the knowledge staff’s character