中集車輛濟(jì)南分公司部門績(jī)效評(píng)價(jià)體系設(shè)計(jì)工商碩士論文

1、山東科技大學(xué)碩士學(xué)位論文1山東科技大學(xué)工商管理碩士（ 工商管理碩士（MBA MBA）學(xué)位論文 ）學(xué)位論文論 文 題 目 論 文 題 目 中集車輛濟(jì)南分公司部門績(jī)效評(píng)價(jià)體系設(shè)計(jì) 中集車輛濟(jì)南分公司部門績(jī)效評(píng)價(jià)體系設(shè)計(jì)研 究 生 姓 名 研 究 生 姓 名研 究 方 向 研 究 方 向 人力資源管理 人力資源管理導(dǎo)師姓名、職稱 導(dǎo)師姓名、職稱 教授 教授工 作 單 位 山東科技大學(xué) 山東科技大學(xué)副導(dǎo)師姓名、職稱 副導(dǎo)師姓名、職稱 高級(jí)經(jīng)濟(jì)師

2、 高級(jí)經(jīng)濟(jì)師工 作 單 位 中集車輛濟(jì)南分公司 中集車輛濟(jì)南分公司山東科技大學(xué)碩士學(xué)位論文3AbstractPerformance evaluation is one of the core functions of human resourcedevelopment and management, the effectiveness of the design of theperformance evaluation system i

3、s directly related to business strategy.At present,most discussion of performance evaluation theory and methodsis around the individual employees, research and discussion on thedepartment-level performance evaluation sys

4、tem is relatively lack. But sofar, most departmental performance appraisal literature are focus onnon-corporate(statistics provided by WanfangData(Http:// g.wangfangdata.com.cn), from 2006 to 2011, on the departmental pe

5、rformance evaluation ofthe literature a total of 307, of which only 67 companies, only the proportionof 21.82%); especially in the field of practice, it is too small that canimplement a performance evaluation and achieve

6、d a successful, many companieshad to end it because of mere formality.From a managerial point of view, the business pay more attention to theoverall departmental performance, rather than the individual performance ofindi

7、vidual employees. Therefore, based on the importance of departmentalperformance evaluation, this paper did some research and study indepartmental performance evaluation system, at the same time combined withthe actual si

8、tuation of the target company, through solid work,designeddepartmental performance evaluation system for the target company based onbalanced scoring card.This article is divided into six main parts, the first part is the

9、 briefdescription of the background, the framework and main contents of the paper.The second part is introduction of the performance evaluation theory. Thethird part introduces the status of the target the corporate sect