《战略性KPI体系的有效性和准确性构建—以A公司为例》-毕业论文.docVIP

战略性KPI体系的有效性和准确性构建 ——以A公司为例 摘 要 KPI作为一种绩效考核方法已经在许多企业中得到广泛应用，但了解到我国企业的实际，对关键绩效指标的制定方法不一，导致有效性和准确性的缺乏，并脱离了企业的整体战略规划，实施效果很是不理想，我们迫切需要发现其中的问题，找到一种更加优秀的制定途径来完善我国企业的绩效管理。科学建立关键绩效指标体系，从战略高度提出合理化建议和修改完善，不仅能规范企业的绩效管理行为，还有利于完善企业文化，从战略目标角度提高了企业的管理水平。 关键词：关键绩效指标 人力资源服务机构 指标分解 Strategic KPI system effectiveness and accuracy of the building —in As case Abstract KPI as a performance evaluation method has been widely used in many enterprises, but enterprises understand the real China, the development of key performance indicators of different ways, resulting in a lack of validity and accuracy, and from the companys overall strategy planning, implementation results are not satisfactory, we urgent need to discover the problem, to find a more excellent way to improve the development of performance management of Chinese enterprises. Science and the establishment of key performance indicator system, put forward reasonable proposals from the strategic height and revise and improve, not only in enterprise performance management behavior, but also help improve the corporate culture, from the perspective of strategic objectives to improve the enterprises management level. Key words: Key performance indicators Human resources services Target decomposition 目录 TOC \o 1-3 \h \z \u HYPERLINK \l _Toc262685740 摘要 PAGEREF _Toc262685740 \h 1 HYPERLINK \l _Toc262685743 Abstract PAGEREF _Toc262685743 \h 2 HYPERLINK \l _Toc262685744 绪论 PAGEREF _Toc262685744 \h 5 HYPERLINK \l _Toc262685745 一、关键绩效指标（KPI）在绩效考核中的应用现状 PAGEREF _Toc262685745 \h 6 HYPERLINK \l _Toc262685746 二、A公司在运用KPI绩效考核工具过程中的问题 PAGEREF _Toc262685746 \h 10 HYPERLINK \l _Toc262685747 （一）绩效的考核过程仅是限于流于形式 PAGEREF _Toc262685747 \h 11 HYPERLINK \l _Toc262685748 （二）绩效考核对象不全面，考核过程主观性大 PAGEREF _Toc262685748 \h 12 HYPERLINK \l _Toc262685749 （三）关键绩效指标的标准设定存在不合理性和不公平性 PAGEREF _Toc262685749 \h 13 HYPERLINK \l _Toc262685780 （四）A公司在团队层级的绩效评价指标上存在误区 PAGEREF _Toc262685780 \h 15 HYPERLINK \l _Toc262685781 三、A企业KPI准确性和有效性低的原因分析