中小企业绩效管理中存在的问题 毕业论文.doc

单位代码 03 学 号 分 类 号 C93 密 级 毕业论文中小企业绩效管理中存在的问题中小企业绩效管理中存在的问题院（系）名称商贸学院管理系专业名称人力资源管理学生姓名 指导教师 2013 年 5 月 20 日黄河科技学院毕业论文 第 I 页中小企业绩效管理中存在的问题摘要随着经济全球化的发展,企业经营环境、顾客需求和竞争迅速变化，企业管理，尤其是中小企业管理面临着极大的不确定性，其管理重心、范围和方式也在不断演变，传统绩效管理的缺陷不断显现出来，而战略性绩效管理则成为一个新的发展方向。

战略性绩效管理是在传统绩效管理理论的基础上，修正了其片面的考核和管理体系，增加了非财务指标、过程指标等最新的绩效测评指标，构建新的绩效测评体系因此，很有必要认清和面对中小企业绩效管理效率低下的事实中小企业如何加强和改善人力资源的管理，完善绩效管理体系，是其有效提高中小企业核心竞争力的关键本文通过对中小企业现状以及具体的案例进行研究，指出中小企业在绩效管理过程中存在的问题如绩效管理缺乏人力资源规划、绩效管理体系不健全、中小企业绩效管理者素质偏低以及绩效管理过程中缺乏沟通反馈的问题针对这些问题，我们提出在人力资源规划与企业战略相结合、制定合理的绩效管理系统、加强绩效沟通和反馈机制建设以及建设以绩效为导向的企业文化方面的对策这些途径和对策将会为中小企业绩效管理提供一定的借鉴意义关键词：中小企业，人力资源管理，绩效管理，考核黄河科技学院毕业论文 第 II 页Problems in the SME Performance ManagementAuthor：Ma YanruTutor：Wei YueruAbstractAlong with the development of economic globalization, rapid changes in the business environment, customer demand and competition, the enterprise management, especially the SME management is facing great uncertainty, its management focus, scope and methods also continues to evolve, the defect of traditional performance management constantly emerge, and strategic performance management becomes a new direction of development. Strategic performance management, increase the non-financial indexes, process indexes such as the latest performance evaluation indicators, building a new performance evaluation system. Therefore, it is necessary to recognize and face the fact that SME performance management is inefficient. SMEs how to strengthen and improve the management of human resources, improve performance management system, is the effective improve the SME’s core competitive ability of the key. This article through to SMEs present situation and the specific case analysis, points out that small and medium-sized enterprises in performance management problems that exist in the process. Such as the lack of performance management human resource planning, performance management system is not perfect, the lack of communication and feedback the SME managers low quality, and performance management process. To solve these problems, we propose a combination of human resources planning and corporate strategy to develop a reasonable performance management system, strengthen the performance of communication and feedback mechanisms as well as the construction of a performance-oriented corporate culture countermeasures. These ways and countermeasures for SMEs performance management will provide a lot of certain significance. . Key words: SME, Human Resources Management, Performance Management, Examination 黄河科技学院毕业论文 第 III 页目目 录录一、绪论........................................................................................................................1（一）课题背景及目的.........................................................................................1（二）国内外研究状况.........................................................................................1（三）研究方法.....................................................................................................3（四）论文构成及研究内容.................................................................................3二、中小企业绩效管理的现状....................................................................................4（一）中小企业对绩效管理的认识存在一定的偏差.........................................4（二）中小企业员工绩效目标的确定方法不正确.............................................5（三）中小企业绩效考核指标的设定不合理.....................................................6（四）中小企业绩效沟通工作不到位.................................................................6（五）中小企业绩效考核的结果很少应用.........................................................7三、中小企业绩效管理过程中存在的问题................................................................8（一）中小企业缺乏统一的人力资源规划.........................................................8（二）绩效管理系统制定时缺乏系统的认识和规范性.....................................9（三）中小企业绩效管理者素质偏低...............................................................10（四）绩效管理过程缺乏沟通反馈...................................................................10四、健全中小企业绩效管理的具体对策..................................................................11（一）确保人力资源规划与企业战略规划相结合...........................................11（二）制定科学合理的绩效管理系统...............................................................11（三）加强绩效考核人员的素质和专业技能培训...........................................13（四）加强绩效沟通和反馈机制建设...............................................................13结 论......................................................................................................................15致 谢..................................................................................................。