FZ电信公司绩效管理体系诊断与提升策略研究
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摘要
绩效管理是现代企业管理的基本要求,也是人力资源管理中的一项重要的基础性工作,已经成为人力资源管理的核心职能之一。伴随着中国加入WTO,市场经济的越来越成熟,国际竞争的越来越激烈,在给FZ电信公司带来机遇的同时,也让FZ电信公司面临着巨大的挑战。持续地提高公司的绩效水平是公司实现可持续发展的关键所在,那么,如何从绩效管理的研究上找到突破口是FZ电话公司当前的首要问题。传统的绩效考评已经不能完全满足公司目前的管理需要,现行的绩效管理中存在着很多薄弱环节,对Fz电信公司而言是一个全新而重大的课题,对于推动公司的发展具有十分重要的意义。
论文分为五章。第一章为导论,主要介绍选题意义及研究内容与研究主法。第二章首先阐述绩效管理的内涵,接着分析绩效管理的作用,最后阐述绩效管理是现代企业人力资源管理的核心。第三章介绍FZ电信公司人力资源管理的基本情况,然后分析公司人力资源绩效管理的外部环境,综合运用调研法、访谈法对FZ电信公司的绩效管理进行调查和研究,通过结合管理学、人力资源管理学、访谈法对FZ电信公司的绩效管理等相关理论知识,详细地剖析公司人力资源绩效管理存在的问题,并对问题进行成因分析。第四章提出有效实施绩效管理体系的究对策,主要从绩效管理培训、绩效考评、绩效沟通、绩效面谈、绩效激励、绩效周期、绩效指标体系以及企业文化等角度进行全面的研究。第五章是结束语,概括了本文研究的结论,同时指出论文还有待于进一步研究。
论文在理论分析的基础上,结合具体实践,对FZ电信公司人力资源效管理进行对策研究,力求通过优化公司的绩效管理来提高、发展和壮大公司的竞争实力。论文提出的绩效管理优化对策,将对FZ电信公司起到积极的指导作用。
Performance management is the requirement of modern enterprise management,an important infrastructure job of human resource management,which has become one of the core functions of human resource management. Along with China's WTO accession, the market economy becoming more and more maturity,and international competition becoming more and more fury, the opportunity as well as enormous challenges are brought to FZ telecom. Sustained performance improvement company level is the key to achieving sustainable development company,then,how to find a choke point in the performance management research is the most important issue at present for FZ telecom.Traditional performance appraisal can not fully meet the meeds of current management company,existing performance having many weak links.How to integrate the company's actual situation,the performance of the existing scientific and effective management strategies for FZ telecom is a new and important topics,and for the company's development is of great significance.
Paper is divided into five chapters. For the introduction of the paper, the first chapter has introduced the main background on the selection of subjects and the selection of subjects as well as research content and research methods. In chapte II, the author first expatiate on performance management content and then the analysis of the role of performance management, finally expatiate that performance management is the core of the modern enterprise human resources management.First thing described in chapter III is the basic situation in FZ telecommunications company human resources management,then performance management and human resources for cmopanies in the external environment overview, and the integrated use of research way, the way of the FZ interviews telecommunications company performance management surveys and studies, learn throuch a combination of management, human resources management, organizational behavior science, management psychology, performance management, and other realated theoretical knowledge, the company detailed analysis of human resources performance management problems, and analysis the causes of the issue. Chapter IV presented the company's six performance management approach,a comprehensive study mainly from performance management training, performance appraisal, performance communication, performance interviews, performance incentives, performance cycles, performance indicators and enterprise system cultural perspective. V is the cincluding remarks of paper, summarizing the conclusions of this study, something that papers have yet to be studied further.
Papers based of theoretical analysis, the specific practice of the FZ Telecom human resources performance management strategies ad seek to optimize the company's performance through improved management, development, and expansion of the compay's competitiveness. Related research papers in many predecessors, the performance manaement to optimize the initial response, FZ will play a positive role in guiding the telecommunications company.
论文分为五章。第一章为导论,主要介绍选题意义及研究内容与研究主法。第二章首先阐述绩效管理的内涵,接着分析绩效管理的作用,最后阐述绩效管理是现代企业人力资源管理的核心。第三章介绍FZ电信公司人力资源管理的基本情况,然后分析公司人力资源绩效管理的外部环境,综合运用调研法、访谈法对FZ电信公司的绩效管理进行调查和研究,通过结合管理学、人力资源管理学、访谈法对FZ电信公司的绩效管理等相关理论知识,详细地剖析公司人力资源绩效管理存在的问题,并对问题进行成因分析。第四章提出有效实施绩效管理体系的究对策,主要从绩效管理培训、绩效考评、绩效沟通、绩效面谈、绩效激励、绩效周期、绩效指标体系以及企业文化等角度进行全面的研究。第五章是结束语,概括了本文研究的结论,同时指出论文还有待于进一步研究。
论文在理论分析的基础上,结合具体实践,对FZ电信公司人力资源效管理进行对策研究,力求通过优化公司的绩效管理来提高、发展和壮大公司的竞争实力。论文提出的绩效管理优化对策,将对FZ电信公司起到积极的指导作用。
Performance management is the requirement of modern enterprise management,an important infrastructure job of human resource management,which has become one of the core functions of human resource management. Along with China's WTO accession, the market economy becoming more and more maturity,and international competition becoming more and more fury, the opportunity as well as enormous challenges are brought to FZ telecom. Sustained performance improvement company level is the key to achieving sustainable development company,then,how to find a choke point in the performance management research is the most important issue at present for FZ telecom.Traditional performance appraisal can not fully meet the meeds of current management company,existing performance having many weak links.How to integrate the company's actual situation,the performance of the existing scientific and effective management strategies for FZ telecom is a new and important topics,and for the company's development is of great significance.
Paper is divided into five chapters. For the introduction of the paper, the first chapter has introduced the main background on the selection of subjects and the selection of subjects as well as research content and research methods. In chapte II, the author first expatiate on performance management content and then the analysis of the role of performance management, finally expatiate that performance management is the core of the modern enterprise human resources management.First thing described in chapter III is the basic situation in FZ telecommunications company human resources management,then performance management and human resources for cmopanies in the external environment overview, and the integrated use of research way, the way of the FZ interviews telecommunications company performance management surveys and studies, learn throuch a combination of management, human resources management, organizational behavior science, management psychology, performance management, and other realated theoretical knowledge, the company detailed analysis of human resources performance management problems, and analysis the causes of the issue. Chapter IV presented the company's six performance management approach,a comprehensive study mainly from performance management training, performance appraisal, performance communication, performance interviews, performance incentives, performance cycles, performance indicators and enterprise system cultural perspective. V is the cincluding remarks of paper, summarizing the conclusions of this study, something that papers have yet to be studied further.
Papers based of theoretical analysis, the specific practice of the FZ Telecom human resources performance management strategies ad seek to optimize the company's performance through improved management, development, and expansion of the compay's competitiveness. Related research papers in many predecessors, the performance manaement to optimize the initial response, FZ will play a positive role in guiding the telecommunications company.
引文
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[2][美]小约翰·谢默霍恩著,甘亚平译,管理学原理,人民邮电出版社,2005年,145-146
[3]牛成喆,李秀芬,绩效管理的文献综述,甘肃科技纵横,2005年第34卷第5期,103-103
[4]魏云良,国内电信运营商的绩效管理分析,现代管理科学,2005年第4期,97-98
[5]秦锐,走出电信企业绩效管理的误区,通信企业管理,2004年9期,46-48
[6]现代企业人力资源管理,孙海法,中山大学出版社,2002年,173-174,180-181
[7]李三支,高绩效主管五项管理技能训练,北京大学出版社,2004年,108-117
[8][英]彼得·瑞德著,姜法奎等译,行动领导,华夏出版社,2004年,170-171
[9]付亚和许玉林,绩效考核与绩效管理,电子工业出版社,2003年,81-83,103,109,171-173,177-181,190-191
[10]曹红月,叶文楼,李世光,人力资源管理理论和实务,对外经济贸易大学出版社,2005年,190-193
[11]丁茂生,管理心理学,第3版,中国科学技术大学出版社,2004年,108-113
[12]艾理生,赢在激励,地震出版社,2005年,13-16
[13]丁茂生,管理心理学,第2版,中国科学技术大学出版社,2001年,80-82
[14]阎世平,制度视野中的企业文化,中国时代经济出版社,2003年,72
[15]孙丽霞,打造高绩效团队,中国商业出版社,2004年,101-105
[16]朱成全,企业文化概论,东北财经大学出版社,2005年,211-212
[2][美]小约翰·谢默霍恩著,甘亚平译,管理学原理,人民邮电出版社,2005年,145-146
[3]牛成喆,李秀芬,绩效管理的文献综述,甘肃科技纵横,2005年第34卷第5期,103-103
[4]魏云良,国内电信运营商的绩效管理分析,现代管理科学,2005年第4期,97-98
[5]秦锐,走出电信企业绩效管理的误区,通信企业管理,2004年9期,46-48
[6]现代企业人力资源管理,孙海法,中山大学出版社,2002年,173-174,180-181
[7]李三支,高绩效主管五项管理技能训练,北京大学出版社,2004年,108-117
[8][英]彼得·瑞德著,姜法奎等译,行动领导,华夏出版社,2004年,170-171
[9]付亚和许玉林,绩效考核与绩效管理,电子工业出版社,2003年,81-83,103,109,171-173,177-181,190-191
[10]曹红月,叶文楼,李世光,人力资源管理理论和实务,对外经济贸易大学出版社,2005年,190-193
[11]丁茂生,管理心理学,第3版,中国科学技术大学出版社,2004年,108-113
[12]艾理生,赢在激励,地震出版社,2005年,13-16
[13]丁茂生,管理心理学,第2版,中国科学技术大学出版社,2001年,80-82
[14]阎世平,制度视野中的企业文化,中国时代经济出版社,2003年,72
[15]孙丽霞,打造高绩效团队,中国商业出版社,2004年,101-105
[16]朱成全,企业文化概论,东北财经大学出版社,2005年,211-212