企业管理者绩效评价讨(终稿).docVIP

毕业论文（设计） 题 目 企业管理者绩效评价探讨 姓 名 柯学志 学 号 1025142219 专业年级 工商管理专2班 指导教师 张海枝 职 称 讲师 2012 年 11 月 20 日  摘 要 现代管理制度的出现，使企业所有者于管理者分离，许多所有者不再参与企业的经营和管理，而是聘用专门的管理人员来承担目标决策、企业运营的职责。在两权分离的条件下，管理者所获得的报酬应与其业绩相联系。因此，建立起一个科学有效的管理者绩效评估体系显得极为重要。许多企业开始尝试建立管理者短期激励和长期激励计划，目的是希望通过引进新的薪资制度来促使管理者行为与企业利益保持一致。然而报酬计划的真正实现依赖于绩效评价系统的运行，只有科学公正的评价管理者绩效，才有可靠的的依据执行各种薪资制度，这正是管理者绩效评价的关键意义之所在。 本文首先回顾了传统的绩效评价体系。对传统体系的利弊进行深入探讨，然后纵观国内外在管理者绩效评价方面的新发展，对未来的评价体系进行展望，最后立足于国内现实状况并溶合各种思想提出一套切实可行的企业管理者绩效评价体系。 本文为建立管理者绩效评价与报酬计划体系的企业提供了大量的资料，对实用价值。 Abstract The emergence of the modern management system, make the enterprise owner managers separation, many owners no longer participate in the operation and management of enterprises, but to hire professional management to assume the position of target decision, enterprise operation. Under the condition of two rights separation, the reward of managers should be associated with its performance. Therefore, establish a scientific and effective management performance evaluation system is very important. Many enterprise managers began to try to establish short-term incentive and long-term incentive plans, the hope is that by introducing a new salary system to encourage managers behavior and enterprise interests are consistent. However, remuneration plan truly depends on the performance evaluation system of the operation, only scientific and fair evaluation of management performance, is the basis of reliable perform a variety of salary system, it is the key point of performance evaluation of managers. This article first reviewed the traditional performance evaluation system. To explore the pros and cons of the traditional system, and then across the new development on management performance evaluation at home and abroad, for the future evaluation system w