AL 公司绩效考核体系管理研究摘 要绩效考核虽只是围绕员工的工作实际成绩进行的考核，但对于组织管理、控制和决策的体系而言十分重要，合理有效的考核体系可以促进企业更好的发展。本课题将基于 360度绩效考核理论基础，本着“实践调查——具体分析——优化”的研究思路，立足于实践，对 AL 公司绩效考核考核相关问题进行探讨，并对问题存在原因进行深层次剖析，在此基础上，本文试图提出有针对性的绩效考核。考核体系优化后的策略有望为 AL 公司等物流公司的绩效管理做出强有力的参考。本文主要分为三个板块，首先对绩效考核、360 度绩效考核等理论进行阐述，为文章研究奠定理论基础，之后对 AL 公司目前的组织体系和绩效考核体系进行探讨，得出其实施过程中的问题，并结合自身实践分析其问题存在原因，进而结合相关理论与实践经验，得出AL 公司绩效考核存在的问题，并且分析问题存在的原因；最后，笔者结合 360 度绩效考核方法在 AL 公司的应用实际情况,提出具体解决的方案。关键词：绩效考核 360度绩效考核 问题及原因 优化措施AbstractAlthough performance appraisal only evaluates the actual results of employees' work, it is very important for the system of organization management, control and decision-making. A reasonable and effective appraisal system can promote the better development of enterprises. This topic will be based on the theoretical basis of 360-degree performance appraisal, based on the research ideas of “practical investigation-specific analysis-optimization”, based on practice, to discuss issues related to AL company performance appraisal and evaluation, and deepen the causes of problems. Based on the analysis of the hierarchy, this paper attempts to propose a targeted performance appraisal. The strategy of the evaluation system optimization is expected to provide a strong reference for the performance management of logistics companies such as AL.This paper is divided into three sections. Firstly, it expounds the theory of performance appraisal and 360-degree performanc...
