人力资源绩效考核方法分析 论文 第一次修改 .doc

东北财经大学自学考试本科毕业论文 平衡计分卡在绩效管理中的应用 作 者 高野 专 业 人力资源 总 考 号 020210301163 指导教师 李孟涛 答辩日期 成 绩 内 容 提 要 在经济的全球化和信息时代市场的激烈竞争中，为了更好的生存和发展，许多商业组织都在探索提高生产力和改善绩效的有效途径，其中组织结构调整、组织裁员、组织扁平化、组织分散化成为当代组织变革的主流趋势。但是，实践证明:尽管上述的组织结构调整措施能够减少成本(因此提高生产力)，它们并不一定能改善绩效，不论是在哪一水平(组织、团队、个人)评价绩效和如何界定绩效，它们只是提供了一个改善绩效的机会，真正能促使组织绩效提高的是组织成员行为的改变。在这一背景下，研究者拓展了绩效的内涵，并在总结绩效评价不足的基础上，于二十世纪七十年代后期提出了“绩效管理”的概念。八十年代后半期和九十年代早期，随着人们对人力资源管理理论和实践研究的重视，绩效管理的涵义逐渐得到认可和扩展。 Abstract Intense competition in the economic globalization and the information age in the market, in order to better survival and development, many business organizations are effective ways to increase productivity and improve the performance in the exploration, the adjustment of the organizational structure, organizational downsizing, flat organization, organizational decentralization has become the main trend of contemporary organizational change. However, practice has proved that: Although the organization structural adjustment measures above can reduce the cost (and thus increase productivity ), they do not necessarily can improve performance, whether it is in what level ( organization, team, individual ) performance evaluation and how to define the performance, they only provide a performance improvement opportunities, really can promote organizational performance improve is the members of the organization behavior change. In this context, the researchers developed the connotation of the performance evaluation, and the performance on the basis of the problem, in the late nineteen seventies put forward the concept of performance management . The latter half of the eightys and early ninetys, along with the people to pay more attention to the theory and practice of research on human resource management, performance management has been acknowledged and extended meaning. With the rapid