分析中小企业绩效管理的重要性

摘  要

当今世界上，不管哪一个国家，哪一个企业，都有绩效考核这个管理内容，这是不可缺少的，上到政府下到民营单位都离不开绩效考核，相对有国外我们国家的绩效考核体系还是有点不太完善，显得不够成熟。本文是以研究一家中小型科技公司广东创新科技有限公司作为研究对象，就它企业本身的绩效考核体系作为依据，进行分析。当然这不能说能代表所有的中小型企业，但它存在的问题可能是所有企业存在的通病，近几年我国在人力资源这块发展迅速，慢慢的得到了重视，步步提升。面对中国现在的一带一路政策，我们国家的产品还有一些企业，都已经渐渐迈出了国门。如果想要让他们对我们的产品得到认可，那就必须有一定的实力。在这里，就不得不说绩效考核，它与我们的产品息息相关，不只仅限于薪酬劳动，它可能代表了产品的好坏，为了更好的完善我国中小企业绩效考核的体系，那么一定要有相应的执行力，管理者和基层人员必须严格执行绩效考核的内容，不再让绩效考核作为一种摆设，在此，企业一定要制定科学的考核标准，加强采取鼓励措施，以便提升员工共技能，提高企业竞争力。

关键词：中小企业；绩效考核；制度改革对策；保障措施

Abstract

In today's world, no matter which country or enterprise, there is the management content of performance appraisal, which is indispensable. From the government to the private units, performance appraisal is indispensable. Compared with the performance appraisal system of our country in foreign countries, it is still a little imperfect, which is not mature enough. This paper is to study a small and medium-sized technology company Guangdong Innovation Technology Co., Ltd. as the research object, on its own performance appraisal system as the basis for analysis. Of course, it can not represent all small and medium-sized enterprises, but its problems may be the common problems of all enterprises. In recent years, China's human resources have developed rapidly, and gradually gained attention and improved step by step. Facing China's current one belt, one road policy, our country's products and some enterprises have gradually made their way out. If we want them to be recognized for our products, we must have certain strength. Here, we have to say that performance appraisal is closely related to our products, not only limited to salary labor, it may represent the quality of the products. In order to better improve the performance appraisal system of small and medium-sized enterprises in China, it must have the corresponding executive power. Managers and grassroots personnel must strictly implement the content of performance appraisal, and no longer let performance appraisal as a kind of display Set up, here, the enterprise must develop scientific assessment standards, strengthen the adoption of incentives, in order to enhance the common skills of employees, improve the competitiveness of enterprises.

Key words: Small and medium-sized enterprises; performance appraisal; system reform countermeasures; safeguard measures

目录

摘  要1

Abstract2

一、绪论4

（一）研究背景4

（二）研究的目的和意义4

1.研究目的4

2.研究意义4

（三）国内外研究综述4

（四）研究方法5

（五）研究内容和思路5

二、相关概念的界定和理论基础6

（一）绩效的概念6

（二）绩效考核的相关理论6

三、广东创新科技公司绩效考核的现状调研9

（一）广东创新科技公司的基本情况9

（二）广东创新科技公司人力资源基本情况9

(三)广东创新科技公司现行的绩效考核制度10

（四）广东创新科技公司绩效考核制度的问卷调研11

（五）主要存在的一些问题及原因分析12

四、广东创新科技公司绩效考核制度的改革措施13

（一）主要存在的一些问题的原因分析13

（二）改革措施14

五、广东创新科技公司绩效考核制度实施的保障措施15

（一）组织领导保障15

（二）营造文化氛围15

（三）创新制度保障15

六、 结论16

参考文献17