瑞澤農(nóng)藥績(jī)效考核問(wèn)題

論文編號(hào):GS373  論文字?jǐn)?shù):15663,頁(yè)數(shù):21  附外文翻譯

摘  要

 現(xiàn)代管理認(rèn)為人是企業(yè)能對(duì)自身進(jìn)行變革以適應(yīng)環(huán)境變化的唯一動(dòng)力，越來(lái)越多的組織日漸認(rèn)識(shí)到人力資源對(duì)于組織成功的意義。企業(yè)管理者通過(guò)人力資源規(guī)劃、選拔、培訓(xùn)、績(jī)效考核、薪酬管理等手段，才能吸引、確認(rèn)和留住高素質(zhì)的人才，而如何吸引和保留人才，其前提是組織能夠發(fā)現(xiàn)并甄選出來(lái)，績(jī)效考核則是科學(xué)、客觀地評(píng)價(jià)員工的能力、工作成績(jī)的有效方法，是人力資源管理中最關(guān)鍵的步驟，是企業(yè)獲得和保持自己核心競(jìng)爭(zhēng)優(yōu)勢(shì)的重要保障。
 本文以大連瑞澤農(nóng)藥股份有限公司為研究對(duì)象，首先闡述大連瑞澤農(nóng)藥股份有限公司營(yíng)銷(xiāo)系統(tǒng)的基本狀況，對(duì)績(jī)效和薪酬?duì)顩r進(jìn)行量化分析與評(píng)價(jià)。其次，針對(duì)大連瑞澤農(nóng)藥股份有限公司績(jī)效考核存在的問(wèn)題，重新確立了企業(yè)營(yíng)銷(xiāo)人員績(jī)效考核的內(nèi)容、方法、體系。最后，對(duì)企業(yè)績(jī)效考核結(jié)果在薪酬管理中的應(yīng)用進(jìn)行了說(shuō)明。借鑒國(guó)內(nèi)外理論研究成果，運(yùn)用定性分析與定量分析相結(jié)合的方法，對(duì)營(yíng)銷(xiāo)人員評(píng)價(jià)考核體系進(jìn)行了系統(tǒng)的分析與研究，希望本文可以對(duì)公司有一定的幫助。
 
 
 關(guān)鍵詞：瑞澤農(nóng)藥；績(jī)效考核；績(jī)效設(shè)計(jì)；薪酬管理
 
 
Design Dalian Ruize pesticides marketing performance assessment
 
Abstract：Modern enterprise management thinks that people are the only impetus that can change them to adapt the changes of environment more and more organizations begin to recognize the importance of human resources for successful organizations. Enterprise managers can attract,identify and retain high-quality personnel by the means of human resources planning, selection, training, performance appraisal, salary management and so on. And the precondition of how to attract and retain qualified personnel is that the organizations can find out and select them, performance appraisal is a scientific, objective eva luation of staff competencies, is the key step of the management of Human resources, and it is an important protection for the enterprises to obtain and maintain their core competitiveness.
 This paper focuses on Dalian Ruize pesticides, Inc. First it expounded the basic conditions of marketing systems in this company，Pay for performance and for quantitative analysis and eva luation of the situation. Secondly, it re-established the content, methods, systems of the sales staff performance appraisal enterprise aimed at the problems that existed in the performance appraisal of Dalian Ruize pesticides Company. Finally, it explained the assessment results of enterprise performance applied in management for the pay note. This paper used for reference of the research results of domestic and foreign, use a combination of qualitative analysis and quantitative analysis methods, analyzed and researched the marketing personnel eva luation and examination system, I hope that this paper may have some benefits for the company.
 
 
Keyword: Ruize pesticides; Performance appraisal; Performance design; Pay administration

目  錄

一、概述……………………………………………………………………………………1
（一）績(jī)效考核的概念及原則……………………………………………………………1
（二）建立績(jī)效考核的條件………………………………………………………………2
二、績(jī)效考核體系…………………………………………………………………………2
（一）績(jī)效管理過(guò)程………………………………………………………………………2
（二）績(jī)效考評(píng)的程序……………………………………………………………………5
三、大連瑞澤農(nóng)藥營(yíng)銷(xiāo)績(jī)效考核體系現(xiàn)狀分析…………………………………………6
（一）營(yíng)銷(xiāo)績(jī)效考核體系現(xiàn)狀……………………………………………………………6
（二）營(yíng)銷(xiāo)績(jī)效考核體系存在的問(wèn)題……………………………………………………7
四、大連瑞澤農(nóng)藥營(yíng)銷(xiāo)人員績(jī)效考核體系設(shè)計(jì)…………………………………………14
（一）營(yíng)銷(xiāo)績(jī)效考核體系設(shè)計(jì)思路和方法………………………………………………14
（二）營(yíng)銷(xiāo)績(jī)效考核體系設(shè)計(jì)……………………………………………………………15
五、績(jī)效考核結(jié)果的應(yīng)用…………………………………………………………………19
（一）在薪酬管理中應(yīng)用…………………………………………………………………19
（二）在人力資源管理其他方面的應(yīng)用…………………………………………………20
 參考文獻(xiàn)…………………………………………………………………………………21