分析中小企業(yè)績效管理的重要性

摘  要

當(dāng)今世界上，不管哪一個國家，哪一個企業(yè)，都有績效考核這個管理內(nèi)容，這是不可缺少的，上到政府下到民營單位都離不開績效考核，相對有國外我們國家的績效考核體系還是有點不太完善，顯得不夠成熟。本文是以研究一家中小型科技公司廣東創(chuàng)新科技有限公司作為研究對象，就它企業(yè)本身的績效考核體系作為依據(jù)，進(jìn)行分析。當(dāng)然這不能說能代表所有的中小型企業(yè)，但它存在的問題可能是所有企業(yè)存在的通病，近幾年我國在人力資源這塊發(fā)展迅速，慢慢的得到了重視，步步提升。面對中國現(xiàn)在的一帶一路政策，我們國家的產(chǎn)品還有一些企業(yè)，都已經(jīng)漸漸邁出了國門。如果想要讓他們對我們的產(chǎn)品得到認(rèn)可，那就必須有一定的實力。在這里，就不得不說績效考核，它與我們的產(chǎn)品息息相關(guān)，不只僅限于薪酬勞動，它可能代表了產(chǎn)品的好壞，為了更好的完善我國中小企業(yè)績效考核的體系，那么一定要有相應(yīng)的執(zhí)行力，管理者和基層人員必須嚴(yán)格執(zhí)行績效考核的內(nèi)容，不再讓績效考核作為一種擺設(shè)，在此，企業(yè)一定要制定科學(xué)的考核標(biāo)準(zhǔn)，加強(qiáng)采取鼓勵措施，以便提升員工共技能，提高企業(yè)競爭力。

關(guān)鍵詞：中小企業(yè)；績效考核；制度改革對策；保障措施

Abstract

In today's world, no matter which country or enterprise, there is the management content of performance appraisal, which is indispensable. From the government to the private units, performance appraisal is indispensable. Compared with the performance appraisal system of our country in foreign countries, it is still a little imperfect, which is not mature enough. This paper is to study a small and medium-sized technology company Guangdong Innovation Technology Co., Ltd. as the research object, on its own performance appraisal system as the basis for analysis. Of course, it can not represent all small and medium-sized enterprises, but its problems may be the common problems of all enterprises. In recent years, China's human resources have developed rapidly, and gradually gained attention and improved step by step. Facing China's current one belt, one road policy, our country's products and some enterprises have gradually made their way out. If we want them to be recognized for our products, we must have certain strength. Here, we have to say that performance appraisal is closely related to our products, not only limited to salary labor, it may represent the quality of the products. In order to better improve the performance appraisal system of small and medium-sized enterprises in China, it must have the corresponding executive power. Managers and grassroots personnel must strictly implement the content of performance appraisal, and no longer let performance appraisal as a kind of display Set up, here, the enterprise must develop scientific assessment standards, strengthen the adoption of incentives, in order to enhance the common skills of employees, improve the competitiveness of enterprises.

Key words: Small and medium-sized enterprises; performance appraisal; system reform countermeasures; safeguard measures

目錄

摘  要 1

Abstract 2

一、緒論 4

（一）研究背景 4

（二）研究的目的和意義 4

1.研究目的 4

2.研究意義 4

（三）國內(nèi)外研究綜述 4

（四）研究方法 5

（五）研究內(nèi)容和思路 5

二、相關(guān)概念的界定和理論基礎(chǔ) 6

（一）績效的概念 6

（二）績效考核的相關(guān)理論 6

三、廣東創(chuàng)新科技公司績效考核的現(xiàn)狀調(diào)研 9

（一）廣東創(chuàng)新科技公司的基本情況 9

（二）廣東創(chuàng)新科技公司人力資源基本情況 9

(三)廣東創(chuàng)新科技公司現(xiàn)行的績效考核制度 10

（四）廣東創(chuàng)新科技公司績效考核制度的問卷調(diào)研 11

（五）主要存在的一些問題及原因分析 12

四、廣東創(chuàng)新科技公司績效考核制度的改革措施 13

（一）主要存在的一些問題的原因分析 13

（二）改革措施 14

五、廣東創(chuàng)新科技公司績效考核制度實施的保障措施 15

（一）組織領(lǐng)導(dǎo)保障 15

（二）營造文化氛圍 15

（三）創(chuàng)新制度保障 15

六、 結(jié)論 16

參考文獻(xiàn) 17