中南财经政法大学2010届本科生毕业论文（设计）
作者声明
本毕业论文（设计）是在导师的指导下由本人独立撰写完成的，没有剽窃、抄袭、造假等违反道德、学术规范和其他侵权行为。对本论（设计）的研究做出重要贡献的个人和集体，均已在文中以明确方式标。 因本毕业论文（设计）引起的法律结果完全由本人承担。
毕业论文（设计）成果归中南财经政法大学所有。 特此声明。
作者专业：人力资源管理
作者学号：
作者签名：
年 月 日
中南财经政法大学2010届本科生毕业论文（设计）
团绩效考核的难点与对策研究
Research on difficulties and Countermeasures of team performance appraisal 年 月 日
中南财经政法大学2010届本科生毕业论文（设计）
摘 要
绩效考核是企业在既定的战略目标下，运用特定的标准和指标，对员工过去的工作行为及取得的工作业绩进行评估，并运用评估的结果对员工将来的工作行为和工作业绩产生正面引导的过程和方法。它是一项系统工程，涉及到战略目标体系及其目标责任体系、指标评价体系、评价标准及评价方法等内容，其核心是促进企业获利能力的提高及综合实力的增强，其实质是做到人尽其才，使人力资源作用发挥到极致。它是人力资源管理工作的重要环节，也是人力资源管理的核心职能之一，保障并促进了企业内部管理机制的有效运转和企业各项经营管理目标的实现。近年来，国内外学者围绕这一主题的研究成果甚丰。当前无论是国有企业，还是对于民营企业已经认识到绩效考核的重要性,在推进绩效考核完善和创新方面进行了一些有益的尝试。其重要性已为大多数管理者所认识\但在绩效考核制度的设计与实施中存在着许多难点并且至今仍未得到很好的解决，这对于绩效考核完善将是一个巨大的挑战。需要从理论设计和实践操作两个方面加以分析，并从认识上、组织环境上和人力资源各环节的配合上采取相应对策。
本文集中阐述了团队绩效考核的相关概念及内涵，围绕企业在实施团队绩效考核的过程中遇到的问题做了相应的分析，剖析了所遇到的难点产生的原因，讨论了针对这些难点的解决方法，就其难点的对策研究提出了个人的看法，文章深入分析现阶段国有企业人力资源绩效考核存在的问题,并提出了完善绩效考核的具体措施。
本文系运用规范研究方法进行的专题研究。全文分3个部分：首先，是讨论了团队绩效考核的目的意义以及它的影响因素，并且对现在企业在进行考核的方法进行了阐述。其次，是对企业在进行团队绩效考核中的难点以及产生的原因做了分析。最后，是对完善团队绩效考核的对策进行了的研究。
关键词：绩效考核；绩效考核难点；难点分析；对策研究
- 1 -
中南财经政法大学2010届本科生毕业论文（设计）
Abstract
Performance appraisal is under the established strategic corporate objectives , the use of specific criteria and indicators, job performance work behavior of employees in the past and made an assessment, and use the results to assess the behavior of the employees work in the future job performance and positive guidance processes and methods. It is a systematic project, involving the strategic objectives and content of the target responsibility system, the system, the evaluation index system, evaluation criteria and evaluation methods, its core is to promote and improve the overall strength and enhance their profitability, and its essence is to do to make the best use of human resources to maximize the effect. It is an important part of human resources management, is one of the core functions of human resource management, to protect and promote the effective functioning of the management and business objectives of the enterprise management mechanism. In recent years, research scholars around the theme very lucrative. Whether it is the current state-owned enterprises, or for private companies have recognized the importance of performance appraisal, performance appraisal in promoting improvement and innovation carried out some useful attempt. Its importance has been recognized by most managers, but in the design and implementation of the performance appraisal system, there are many difficulties and has not yet been solved, which is perfect for performance evaluation will be a huge challenge. Needs from analyze two aspects of the theory and practice of design operations, and from the understanding, to take appropriate measures with all aspects of human resources on the environment and on the organization .
This paper focuses on the meaning of team concepts and performance appraisal, around the problem in the implementation of enterprise performance appraisal team encountered in doing the appropriate analysis, analysis of the causes of the difficulties encountered generated for these difficulties are discussed solution, on the difficulty of the proposed countermeasures of their personal views, articles depth analysis stage performance evaluation of state-owned enterprise human resource problems and propose specific measures to improve the performance appraisal .
This article is the use of case studies conducted by standard research
- 2 -
相关推荐：
loading