利奥多公司管理人员绩效考核体制优化

　　中文摘要

　　伴随着中国国家实力的增强,国家越来越鼓励企业走上国际化的道路。但是随着国际竞争的日趋激烈,给我们带来了诸多的挑战同时也有更大的发展机遇。

　　利奥多公司就在这样的背景下于2007年在中国改革开放的窗口深圳成立。主营化工产品的进出口的批发业务。然而,随着国际经济形势的日趋复杂,利奥多公司如何能够在此时进一步提升自己的竞争力,进一步在化工产品进出口中做强做大,是利奥多公司目前所面临的重大课题。公司管理人员绩效考核是否科学有效是公司管理体系中的重中之重。利奥多公司在多年的经营中已经形成了一套极具特色的管理手段和绩效考核评价体系,但是在新的环境下该管理人员的绩效考核体系依然存在一些问题。这些问题会进一步制约利奥多公司的做强做大的发展战略,因此必须对其改进。从而使得我们的公司绩效考核理论、方法、手段科学化,绩效考核管理人性化和专业化,绩效考核工作的标准化和规范化。

　　基于以上研究背景,本文在对相关理论进行梳理的基础上结合实际情况,进行了阐述和研究。首先,介绍利奥多公司管理人员绩效考核现状评价,介绍利奥多公司管理人员绩效考核的现行模式、存在问题、存在问题的成因分析;其次,根据上述的问题成因分析,进行利奥多公司管理人员绩效考核改进设计,如改进设计的绩效考核改进原则与目标、绩效考核指标改进设计、绩效考核方法改进;然后,为了确保改进后的绩效考核得以顺利进行,采取利奥多公司绩效考核改进方案的实施保障,培训、相关制度配套改革、领导重视;最后,根据论文分析得出结论,指出论文存在的问题和不足之处,并对不足之外提出了展望,以期能找到更为合适的解决办法,来提高企业绩效考核的综合能力和整体水平。

　　本文通过对利奥多公司管理人员绩效考核改进的研究,探索高效、科学、规范的绩效考核管理方法并应用于实践指导过程中,能为同类化工进出口公司绩效考核提供参考借鉴作用,同时有利于提高绩效考核水平,有利于提高进出口化工公司的综合实力和经济效益,使之与国际市场很好的接轨。

　　关键词:利奥多公司,绩效考核,方案设计,激励机制,管理人员

　　Abstract

　　As China is becoming more and more powerful, she encourages enterprises to beglobalization. During this period, we are facing 狂 lot of changes as well as ^ppotunities with thesevere international competitions. Liaodo company was founded in Shenzhen in 2007,where isregarded as the window of the reform,dealing with chemical products import and export business.

　　Yet how to be stronger and larger is the first issue to be dealt with in the company with theincreasing sophisticated international economic situations. It has been the key way out, i.e.Improvement Study of Administrative Staff Performance Assessment in Liaodo Company.

　　Although Liaodo Company has formed a set of unique management means and a set ofPerformance Assessment method, it still has certain problems in the new environment. Theseproblems will greatly limit the development of the company, so improvement has to be made atonce. Only in this way can the ways be made scientific on the method, means,and ways ofperformance assessment; can the management be made humanization and specialization; can thework be made standarlization and normalization.

　　Understand such background, the paper has illustrate the result and the study after tiierelevant theory carding as well as the combing the actual condition. Firstly, the method onadministrative stalff assessment being used, the problems faced, and the analysis on the reasonsare being introduced; secondly, based on the former analysis, the reformed plan has been designedi.e. the principles and and aims on the improvement, indicators, and ways of performanceassessment; thirdly, supporting measures are being carried out to make it more smoothly i.e.

　　tr^ning, reforms on relevant rules and the attention from the big boss; at last, based on theconclusion, some problems and shortcoming of the p^>er as well as the outlook for the future havealso been pointed out to search for better solutions to improve the performance and the wholestrength of enterprises.

　　After the improvement study of administrative staff performance assessment, more efBcient,scientific and normalized performance assessment can be used in practice. It also can make 汪reference the Liaodo Compay the kind to improve their strength and economic benefit, so thatLiaodo Company the kind can better go with the international standards.

　　Key Words: Liaodo Company, performance assessement, plan design, incentive system,administrative staff

    目录

　　一、引言

　　(一)研究背景与意义

　　(二)研究思路和研究方法

　　二、绩效考核相关理论基础

　　(一)绩效考核相关概念

　　(二)绩效考核的内容和方法

　　(三)管理人员绩效考核现状研究

　　三、利奥多公司管理人员绩效考核现状评价

　　(一)利奥多公司管理人员绩效考核的现行模式

　　(二)利奥多公司管理人员绩效考核存在的问题

　　(三)利奥多公司管理人员绩效考核问题成因的分析

　　四、利奥多公司管理人员绩效考核改进设计

　　(一)利奥多公司管理人员绩效考核改进设计原则与目标

　　(二)利奥多公司管理人员绩效考核指标改进设计

　　五、利奥多公司管理人员绩效考核改进方案的实施保障

　　(一)培训

　　(二)相关制度配套改革

　　(三)领导重视

　　六、结束语

　　(一)主要内容与结论

　　(二)展望

　　参考文献

　　致谢