浅析海信科龙电器股份有限公司绩效管理中存在的问题及对策.docxVIP

PAGE 16 PAGE 16 摘 要 在经济全球化的当下，绩效管理已经成为企业解决内部矛盾以获得竞争优势的重要措施。大量研究表明，企业内部的绩效管理水平已经直接关系到其未来发展趋势。虽然采用绩效管理已日益成为企业为了自身的发展所做出的措施，但可惜的是他们的实际应用效果并不理想。本文是以海信科龙电器股份有限公司的绩效管理为主要研究对象，分析了公司的概况及绩效管理的现状后，发现其绩效管理存在一定问题，如绩效考核制度设计不当；管理者的责任心不足，员工参与度不强；没有重视员工的职业生涯规划；缺少有效沟通和绩效反馈的问题。针对上述问题本文提出了相应的解决措施，如设计合理的绩效考核制度；建立以绩效为导向的企业文化；加强对企业员工的各方面培训；建立有效的绩效沟通制度，充分利用绩效考核结果的方法。希望通过以上的措施能够解决科龙公司绩效管理中存在的问题，消除其未来发展的阻碍，加快其未来发展的进程。 关键词：海信科龙 绩效管理 问题 对策 Abstract In the era of economic globalization, performance management has become an important measure for enterprises to solve internal contradictions in order to gain competitive advantage. A large number of studies show that the level of internal performance management has a direct bearing on its future development trend. Although the adoption of performance management has increasingly become a measure for their own development, but unfortunately their actual application effect is not ideal. This paper takes the performance management of Hisense Kelon as the main research object, analyzes the general situation of the company and the present situation of the performance management, and finds that there are some problems in the performance management, such as the improper design of the performance appraisal system; Lack of responsibility of managers, employee involvement, lack of attention to the employees career planning, lack of effective communication and performance feedback. In view of the above problems, this paper puts forward corresponding solutions, such as designing a reasonable performance appraisal system, establishing a performance-oriented corporate culture, strengthening the training of all aspects of employees, and establishing an effective performance communication system, methods of making full use of the results of performance appraisal. We hope that the above measures can solve the problems in the performance management of Kelon Company, remove the obstacles to its future development, and speed up its future development proce