绩效考核的理论研究与探讨本科毕业设计（论文）.docVIP

西 南 交 通 大 学 研 究 生 学 位 论 文 绩效考核的理论研究与探讨 Classified Index: C962 U.D.C: 363/367 Southwest Jiaotong University Master Degree Thesis Study And Discussion About Theory of Performance Appraisal Grade: 2000 Candidate: Ye Lin Academic Degree Applied for: Master Speciality: Enterprise Management Supervisor: Prof. Li YongJian May 2003 摘 要 知识经济时代，市场竞争由物化资源的竞争转化为人力资源的竞争，而绩效考核作为一个重要的组成部分在人力资源管理中起着关键的作用。无论是员工的招聘、培训，还是人员调整和报酬激励，都是以考核作为依据的。 怎样建立科学、合理的绩效考核体系？如何才能更加有效地进行考核？本文在对绩效考核进行全面系统分析的基础上，试图从绩效考核的理论和方法入手，结合目前的绩效考核中存在的实际问题进行了深入的分析，并尝试着探索出一种能够更加系统地、全面地分析影响考核因素的理论方法，以作为确定考核指标体系、权重体系及考核方法的科学依据。 本文分别从绩效考核的理论基础、指标体系的确定、考核方法等几个方面进行了论述和分析，认为绩效是多因素综合作用的结果，因素之间又存在着复杂的、动态的相互作用关系，而非目前的绩效考核体系中考核指标独立和简单的权重分配关系，这个问题是影响考核的信度和效度的主要原因之一。在这种思想的指导下，本文提出了绩效考核三维结构模型的概念，将绩效放到一个三维的空间中，充分考虑影响绩效的主、客观因素及他们之间的相关性，并对此做出了相应的理论解释，在绩效考核研究领域进行了具有创新意义的探索。 关键词 绩效考核；层次分析法；三维结构模型 Abstract In knowledge economy era, the market competition has translated into human resource competition from material resource competition. As a critical part of Human Resource Management, the performance appraisal (PA) plays a pivotal role. Almost all aspects of HRM including employment, training, personnel adjusting, payment and promoting are based on PA. How to set up science and rational PA system and more effectively appraisal? On the basis of a thorough and systemic analysis, this thesis research questions of actual PA from theoretic method and attempt to explore a new method which analyze the PA’s factors more thoroughly. Appraisal quota system , proportion system and appraisal method are all according as the scientific results. This dissertation discuss and analyze the theoretic foundation, confirming the quota and proportion system, methods of evaluation and operation. The thesis consider that performance is the result of many factors act synthetically. There are complex and dynamic mutual action among the factors. The independed appraisal quotas and simple relation of distribute proportion is one of the primary rea