中小企业绩效管理的问题及对策分析——以高科通信为例

随着日益激烈的市场竞争，企业要想在竞争中成长并稳步发展，那么建议一套高效的内部管理制度和体系就显得尤为重要。绩效管理的作用在于将企业人力资源管理实务中所有工作紧密联结在一起，是一个核心地位存在于人力资源管理实务中，干部选拔、职业发展、薪酬福利、培训开发、招聘配置等都与绩效管理息息相关。优秀的绩效管理能够充分发挥企业员工的创造性、主动性和积极性。在对绩效管理展开具体实践中，当管理个体绩效的时候，要对个体绩效的结果和行为两方面展开全面的考虑，一方面要考虑个体的行为，另一方面还要将个体最后的结果考虑到。因此，本文以高科通信企业为例，对中小企业绩效管理的现状及问题进行了具体的分析，并针对这些问题，本文也提出了相应的改进建议。

关键词：企业；绩效管理；问题

Abstract

With the increasingly fierce market competition, if enterprises want to grow in the competition and develop steadily, then it is particularly important to propose a set of efficient internal management system and system. The function of performance management is to closely link all the work in human resource management practice. It is a core position in human resource management practice. Cadre selection, career development, salary and welfare, training and development, recruitment and allocation are closely related to performance management. Excellent performance management can give full play to the creativity, initiative and enthusiasm of employees. In the specific practice of performance management, when managing individual performance, the results and behavior of individual performance should be considered comprehensively. On the one hand, individual behavior should be considered, on the other hand, individual final results should be taken into account. Therefore, this paper takes high-tech communication enterprises as an example, analyzes the status and problems of performance management in small and medium-sized enterprises, and puts forward corresponding suggestions for improvement.

Key words: enterprises; performance management; problems

目录

摘要I

一、绪论1

二、中小企业员工绩效管理的概念界定与理论基础1

（一）概念界1

（二）理论基础1

三、高科通信绩效管理现状2

（一）高科通信简介2

（二）高科通信员工特征2

（三）高科通信业务2

四、高科通信绩效管理的问题及原因分析2

（一）问题分析2

（二）原因分析3

1.绩效管理体系不健全3

2.绩效管理理念存在偏差3

3.绩效管理实施机制尚未形成4

五、高科通信绩效管理的改进建议5

（一）建立有效的绩效管理系统5

（二）提升绩效管理理念5

（三）绩效管理系统中各环节的有机整合6

六、结论7

参考文献8