绩效论文：团队化绩效考核体系研究分析.docVIP

绩效论文：团队化绩效考核体系研究 【中文摘要】随着企业竞争的国际化,人力资源作为企业获取竞争优势的核心要素,变得越来越重要,而团队化在组织有效整合人力资源,并发挥组织人力资源优势方面起着越来越重要的作用。组织的团队化是一个系统的工程,涉及到文化、战略、结构、制度、流程、规范等各个方面的因素,如何在充分利用专业化分工所带来的效率和技能提高的同时,克服职能分割和官僚主义,以及由此带来的对组织文化和运营的伤害,既需要整体的规划,更需要坚持不懈的在细节上的不断完善。传统的绩效考核体系是组织将战略与执行,将组织目标与个人目标结合起来的重要和有效的管理制度,但同时它也可能对组织带来相互倾轧、伤害团结、士气消沉(戴明)等严重的问题,正因如此,绩效考核的团队化更显得迫切和必要。所谓绩效考核的团队化,并非是对传统考核体系的否定,而是以团队合作的视角对传统绩效考核体系进行系统的完善和提高,其是使绩效考核体系既能够提供个人努力的方向和动力、压力,更能够在此基础上有效地促进团队的合作。本文认为,要实现绩效考核的团队化,必须要做到,第一,注重团队化绩效考核文化的形成;第二,团队化绩效考核指标体系的建立;第三,注重团队化绩效考核主体的多样性及其职业素质及个人心理素质的提高;第四,绩效考核周期的灵活性,避免形式化的考核周期;第五,绩效考核方法根据不同团队的工作性质而确定;第六,绩效考核结果的重点应是重沟通而非重结果,重开发而非重奖惩等。本文采用了规范分析法、系统分析法、比较分析法的研究方法,通过研究国内外在绩效考核体系的团队化方面的前沿成果,广泛阅读绩效考核方面的相关文献,加之丰富的理论基础,对绩效考核体系的团队化策略进行研究,得出了建立团队化绩效考核体系的具体策略流程,为企业团队的绩效考核及控制工作提供了有益的参考。 【英文摘要】With steps of international competition, as the key factor of getting the competition advantages, human resource becomes more important; while the team is playing a more and more important role in integrating human resources and using the advantages of team human resources.Teamwork of organization is a systematic engineering, related with culture, strategy, structure, system, flow, specification and etc. It is a subject for team planning and improving on details on how to avoid the functions partition, bureaucracy and the harm to the organization culture and operation when improving efficiency by taking the full usage of specialization. Traditional performance system is an effective management system which combines team strategy and implementation, team target and individual target; but at the same time it may generate serious problems such as jostle against, team harm, and demoralization. And based on this, the teamwork of performance evaluation is proved to be urgent and necessary.The teamwork of performance evaluation is not the denying to traditional performance evaluation system, it抯 an improvement to traditional performance by teamwork, and its purpose is providing the guidance, motive powder and pressure for i