鲁能集团员工绩效考核中存在的问题及对策研究.docVIP

鲁能集团员工绩效考核中存在的问题及对策研究摘 要 在现代新型知识经济时代背景下，人力资源变为第一资源，是企业的重耍资产，越 来越受到企业的重视。而作为人力资源管理的重要组成部分之一，绩效考核是企业提升 人力资源管理水平的重耍环节。建立起绩效考核体系的企业也存在很多问题，致使企业 的经济效益和服务质量都不高。本文以山东鲁能发展集团有限公司（以下简称鲁能集团） 为例分析了目前我国的绩效考核体系的现状，并针对现实中存在的问题进行了阐述与分 析，总结出鲁能集团在绩效考核体系中存在的问题，并针对绩效考核体系中出现的五点 问题，提出了优化绩效考核体系设计的对策及建议。通过鲁能集团绩效考核体系的设计, 可以把压力和危机意识变为动力，促进鲁能集团及其员工的竞争意识努力转变观念，重 槊新的价值观和企业文化，加速组织内部制度创新，提升组织的环境适应能力. 绩效考核是一个连续性的管理过程，企业需要在考核实践中不断改进和完善绩效考 核制度，使之适应于企业的发展状态。 关键词：鲁能集团；绩效；考核 Shandong Luneng Group Employee Performance Appraisal:problems and Countermeasures Abstract In the context of modern knowledge economy, human resources becomes the first resources are important assets of enterprises，more and more enterprise attention. As one of the important components of human resources management, performance appraisal is the upgrading of human resources management of enterprises important link. Enterprise performance appraisal system established there are many problems， resulting in economic benefits and quality of service enterprises is not high . In this paper，Shandong Luneng Development Group Co.，Ltd. ( hereinafter referred to as the Luneng Group ) for example analyzes the current performance appraisal system in our country，and for the reality of the problems are described and analyzed in the presence of Luneng Group summed up the performance appraisal system problems and performance appraisal system for appearing five questions put forward countermeasures and suggestions to optimize performance appraisal system design. By design Luneng Group performance appraisal system， you can put the pressure into motivation and a sense of crisis，and promote a sense of competition Luneng Group and its employees strive to change their ideas, remodeling new values and corporate culture to accelerate institutional innovation within the organization to improve the organization environmental adaptability. Performance appraisal is a continuity of the management process，enterprises need to constantly improve and perfect check o