浅谈中小企业绩效考核大学生毕业论文

浅谈中小企业绩效考核 毕业论文 题目

学 院： 工商管理学院

学生姓名： 000000 专业班级： 111111111111111111111 学 号： 00000000000000 指导教师： 黄轶轶 日期2014年3月1日

目 录

目 录 ..................................................................... 1

摘要 ...................................................................... 2

Abstract .................................................................. 3

引言 ...................................................................... 4

1中小企业概述 ............................................................ 6

1.1中小企业的概念及界定 .................................................. 6

1.2中小企业特征 .......................................................... 7

2 中小企业绩效管理过程及作用 .............................................. 9

2.1中小企业绩效管理的过程 ................................................ 9

3中小企业激励方法 ....................................................... 11

3.2外部激励与内部激励 ................................................... 13

3.3中小企业员工激励机制设计原则 ......................................... 16

4.4合理配置企业的资源，利用共享资源 ..................................... 19

4.5积极进行技术改造和革新 ............................................... 19

4.6建立健全科学的企业成本管理体系 ....................................... 20

结 论 .................................................................... 21

参考文献 ................................................................. 21

致谢 ..................................................................... 22

摘要

绩效管理成为企业管理的一道难题。原因在于当前绩效管理方法基于绩效信息对称的假设和系统的不完善。实际上，不对称绩效信息充斥在绩效管理过程中。不对称信息对绩效管理的影响是明显的，它影响了企业战略的规划与实施，影响了组织的管理控制、增加组织战略风险，也影响了激励杠杆的效用，降低了对环境的适应性，最终的结果— 影响企业的价值创造能力。在绩效管理工作中，解决好信息问题、把不对称信息变为对称信息，是绩效管理的关键成功因素。

因此，从企业绩效管理的现实出发，以信息不对称理论以及绩效管理的理论为基础，研究绩效管理中信息不对称产生的原因及其解决途径，以解决企业绩效管理中存在的问题和满足绩效管理的实际需求。

虽然我国中小企业的绩效管理体系已初具规模，但是存在许多的问题，严重影响了企业绩效考评留人、用人、育人的功效。而中小企业员工作为企业的核心竞争力，对企业的发展起着关键的作用，要让绩效管理真正发挥激励作用，必须结合中小企业员工的特点、需求和激励模式，探索针对性更强的、更为有效的绩效管理方法和激励机制。

作者研究了中小企业的激励方法，对中小企业中小企业员工的激励因素进行了深入分析，并介绍了常用的中小企业员工激励方法。然后基于委托代理理论，对中小企业激励机制进行设计。结合委托人与代理人之间的内在矛盾及制衡机制，分析了中小企业中的委托代理关系。在借鉴前人文献的基础上，对模型进行了扩展。

关键词：中小企业、绩效管理、激励、管理

Abstract

Performance management has become a difficult problem for enterprise management. The reason is that the current performance management method based on assumptions and system performance information symmetry is not perfect. In fact, the asymmetric performance information filled in the process of performance management.Asymmetric information affects the performance management is obvious, it affects the planning and implementation of the business strategy, the organization of management control, increase the strategic risk, also affected theleverage effect, reduce the adaptability to the environment, the enterprise value influence the final result - the ability to create. In the performance management work, solve the problem of asymmetric information, theinformation becomes

successful performance management factors.

Therefore, from the perspective of enterprise performance management practice, based on the information asymmetry theory and performance management theory as the foundation, the cause of information asymmetry in the performance management and its solution, in order to solve the existing problems in the management ofenterprise performance and meet the actual demand of performance management.

Although our country small and medium-sized enterprise performance management system has begun to take shape, but there are many problems, serious impact on the enterprise performance evaluation to keep people,employing, educating function. The knowledge staff as the core competitiveness of enterprises, plays a key role in the development of enterprises, to make a performance management really play the role of incentives, must be combined with the characteristics of knowledge workers, the demand and incentive mode, explore more targeted,more effective way of performance management and incentive mechanism.

The author studies the incentive method of small and medium-sized enterprises, in-depth analysis of the incentive factors to knowledge employees of small and medium-sized enterprises, and introduced the commonly used knowledge staff incentive method. Then based on the principal-agent theory, carries on the design to the high-tech small and medium enterprise incentive mechanism. Based on the principal contradiction between humans and agents and restriction mechanism, analysis of the principal-agent relationship in small and medium sized enterprises. On the basis of previous literature, the model is expanded. symmetric information, is the key to a

引言

绩效管理 (Performance M anagement) 是将组织总体目标与部门目标、团队目标以及个人目标相联接的过程，它涉及目标设置、过程检查和纠正措施等绩效管理作为对现代工商企业成熟与发展起过重大推动作用的管理系统，是企业内部管理控制的一种主要方法。但是，作者就企业正式绩效管理程序成效的调查结果

显示，95%的员工认为绩效管理是非常必要，但不满意当前的绩效 …… 此处隐藏：4078字，全部文档内容请下载后查看。喜欢就下载吧 ……