W公司中后台产研部门绩效管理规避劳动风险研究实践分析研究 人力资源管理专业VIP免费

I摘要绩效管理与企业的经营效益密切相关，如果一个企业没有完善的绩效管理系统，就有可能造成人才流失、企业经营业绩下降等劳务风险，对其企业的发展造成严重的影响。对于企业来说，员工是人力管理的核心资源,对企业管理和企业未来发展有重要影响。因此，企业的绩效管理科学研究具有重要现实意义。为此，本文以W公司为例，在绩效管理优化方案上实施措施，运用KPI确定员工绩效考核的指标，优化员工绩效管理的实施流程，优化员工绩效考核结果运用，使企业健全激励机制增强员工积极性，以便能更好的规避企业中潜在的劳务风险。关键词：KPI考核；后台产研部；绩效考核；劳务风险ABSTRACTPerformancemanagementiscloselyrelatedtotheoperatingefficiencyofanenterprise.Ifanenterprisedoesnothaveaperfectperformancemanagementsystem,itmaycauselaborriskssuchasbraindrainandthedeclineofitsbusinessperformance,whichwillhaveaseriousimpactonthedevelopmentoftheenterprise.Forenterprises,employeesarethecoreresourcesofhumanresourcesmanagement,whichhasanimportantimpactonenterprisemanagementandthefuturedevelopmentofenterprises.Therefore,thescientificresearchofenterpriseperformancemanagementhasimportantpracticalsignificance.Forthisreason,thispaperinWcompany,forexample,ontheperformancemanagementoptimizationschemeimplementationmeasures,usingKPItodetermineemployeeperformanceappraisalindicators,optimizetheimplementationofemployeeperformancemanagementprocess,optimizetheemployeeperformanceappraisalresults,maketheenterprisesoundincentivemechanism,enhancestaffenthusiasm,inordertobetteravoidpotentiallaborriskintheenterprise.Keywords:KPIassessment;backgroundproductionandresearchdepartment;performanceassessment;laborserviceriskII目录摘要..................................................................................................................................IABSTRACT......................................................................................................................II一、绪论...........................................................................................................................1（一）研究背景........................................................................................................1（二）研究意义........................................................................................................1二、相关理论基础...........................................................................................................1（一）绩效管理........................................................................................................1（二）绩效考核的含义............................................................................................2（三）绩效考核的规则............................................................................................21.客观、简便、科学、公正的规则..................................................................22.讲求实绩的规则..............................................................................................23.多维度分级的规则..........................................................................................34.阶段性和连续性相结合的规则......................................................................3（四）绩效考核的程序............................................................................................31.横向程序..........................................................................................................32.纵向程序....