浙江奥康鞋业股份有限公司绩效管理中存在的问题及对策研究正文.doc

浙江奥康鞋业股份有限公司绩效管理中存在的问题及对策研究 摘要：21 世纪，企业的竞争，归根结底是人力资源的竞争。面对日益激烈的市场竞争，企业如何开发人力资源管理体系，特别是绩效管理体系，来吸引人才、留住人才以及充分发挥组织中现有人才的潜力，已成为现代企业成功的关键。因此，对企业绩效管理进行研究，探索企业绩效管理体系的有效和可行的方法，具有重要的现实意义。为此，本论文以最新的绩效管理理论为基础，针对中国鞋企的具体实际，提出了比较完善的企业绩效管理体系。分析总结了奥康在绩效管理方面存在着管理者和员工对绩效管理认知度很低考核指标设计错误，忽视关键指标，考核标准不规范考核技术操作性差，执行过程缺乏监督绩效考核没有反馈，结果没有合适利用考核中缺乏有效的沟通指标的考核方法归于单一绩效管理过程缺乏培训Abstract: In the 21st century, the enterprise competition is, in essence, the human resources of the competition. Facing the fierce market competition, the enterprise how to the development of human resource management system, especially the performance management system, to attract talents and keep talents and give full play to the potential of the existing personnel in the organization, has become the key to the success of modern enterprise. Therefore, the enterprise performance management for research, exploration enterprise performance management system effectively and feasible method, have important practical significance. Therefore, this paper with the latest performance management theory as a foundation, according to the concrete practice Chinese shoe enterprises, puts forward a more perfect enterprise performance management system. Analyzes and summarizes aokang in performance management aspects of the present situation and existing problems, and puts forward the reasonable and effective solutions. Key word: performance; Performance evaluation; Performance management; countermeasures 目 录 一、引言.......................................................................4 二、绩效管理基本概念...........................................................5 （一）绩效管理的涵义........................................................5 （二）绩效管理在人力资源管理中的地位制定绩效计划绩效辅导确定考核标准和方法绩效辅导与改进结果运用管理者和员工对绩效管理认知度很低 2.考核指标设计错误，忽视关键指标，考核标准不规范考核技术操作性差，执行过程缺乏监督绩效考核没有反馈，结果没有合适利用考核中缺乏有效的沟通绩效管理过程缺乏培训进行合理的科学的选择 （三）绩效管理流程进行全面优化 （四）建立健全绩效反馈机制..................................................18 （五）加强与员工之间的沟通........................................