基于KPI的企业员工绩效评价系统的优化-企业管理专业论文.docxVIP

摘要摘要 摘要 摘要 虽然理论界和实务界都已经意识到了绩效管理比绩效评价更重要，但作为 绩效管理基础的绩效评价，却还没有令实务界满意的绩效评价方法。理论界对 绩效评价的研究不断深入、细化。但是有关研究人员大多是在某一专业领域展 开研究，每一种理论都突破和解决了一方面的问题，对绩效评价活动缺乏系统 思考和设计，将绩效评价没有按照一个有机整体看待，未能形成一套完整的、 系统的基础理论及方法论。作为一个有机联系的整体，缺乏系统思考也影响了 其子系统的优化。于是企业员工绩效评价方法的系统分析、优化和子系统的局 部优化就成为一个紧迫的课题。 本文在前人研究以及实践的基础上，以系统的观点分析和优化企业员工绩 效评价活动和方法，首先对绩效评价系统进行规范研究，提出理想的绩效评价 系统的标准，即系统优化目标，然后以此为目标，就绩效评价全过程进行研究， 构建完整的绩效评价系统，并将绩效评价系统按照功能环节分解为前后衔接的 预处理、中间处理和后处理三个子系统，系统整合绩效评价理论、方法，并且进 行了总系统优化目标下的子系统局部优化研究，就构建合理预处理系统、中间 处理系统进行了具体的探讨和改进，并明确提出绩效综合评价得分的后处理及 其优化。本文提出SWOPPIB评价框架，综合、改进了绩效评价机制，使得绩效 评价机制更加贴近实际，提高了有效性的同时，变得易于执行。期望能对企业 员工绩效评价工作有积极的帮助。 关键词：企业员工，绩效评价系统，优化 lIl AbstractABSTRACT Abstract ABSTRACT Although more importance has been attached to performance management other than appraisal both in theoretical and practical ways，there is not a set of methodologies and approaches，which were the foundation of enterprise employee performance management，to satisfy the practical need．Theoretical research became more delicate and detailed．In other hand，most of the researchers specialized in particular fields．Every breakup put forward the research in one tiny aspect or part． Actually,there were lack of systematic recognization，analysis and design of the performance appraisal．It was not examined as a whole integration．Thus no integrated and systematic fundamental theories and approaches were founded．As a whole，lacking of systematic examination reduced the partial optimization on sub systems in return．As a result，the systematic analysis and optimization became urgent suhjects，as well as the optimizations ofthe sub system． Based on the Pnor research and practice，this article analyzed and optimized the enterprise employee performance appraisal systematically．Firstly,the ideal standards for the system were examined，which were the objectives for optimization．Secondly， based Oil the main prior objectives，the whole process of the performance appraisal activities Was studied．Afterwards，a whole system of employee performance apprais