基于KPI的企业人力资源管理部门绩效指标设计-技术经济及管理专业论文.docxVIP

Abstract As we all know, human resources increasingly become the primary resource; and human resource management(HRM) departments in enterprises catch more attention. HRM department performance plays a model role in the organization performance system; however, the current theory of performance management mostly focuses on organization and staff aspects, few studies for sector-level performance management, for performance management of HRM department is even more little. In view of this, this paper studies on designing for KPIs of HRM departments in enterprises, to improve the performance of HRM departments. This article made main work as the following: First, summarized and reviewed the situation of the definition of KPI definition at home and abroad, and analyzed KPI basic thought combined with the related concepts and evaluation methods，and based on the definition including both output and process, understood the KPI as a kind of methods for designing performance indicators, which corporate strategy-oriented, based on final performance results(FPRs) and critical success factors(CSFs); then, based on the new understanding of KPI, specifically analyzed HRM department FPRs and CSFs(key drivers or support factors),which complete the FPRs required; after this, mainly extracted FPR indicators and CSF indicators, and constituted on the KPIs of HRM department, which reflects the enterprise strategic direction; finally, the author based on the case of R company personally experienced, analyzed the situation and problems of performance appraisal KPIs of HRM department of its first cause, and corresponded measures for improvement, to put the research findings into practice. This article argued that the results and the process should be evaluated together, when enterprises design the KPIs of HRM department, not only to assessment the FPRs, but also the CSFs (key drivers or support factors), while the proportion of the FPR indicators and CSF indicators, enter