基于提升員工能力的績(jī)效管理體系研究.pdf

1、中國(guó)海洋大學(xué)碩士學(xué)位論文基于提升員工能力的績(jī)效管理體系研究姓名：楊靜申請(qǐng)學(xué)位級(jí)別：碩士專業(yè)：@指導(dǎo)教師：蘇慧文2011Research on Performance Management System Based on Improving the Competency of Employees Abstract Traditional performance management system designe

2、d on the work, but it is unable to adapt to strategic management concepts and unable to assess which is the true reason leads to the performance. Managers try to design a kind of managemen

3、t mode which has several features: Strengthen the core competitiveness through the management of the employees’competency. Ensure the enterprises achievement through the process control rather than

4、 dominating results. Warning the risks before it come true. Human resource managers are working hard for a new style of performance management system that can accord with the features mentioned

5、 above. That is why the author tries researching on performance management system based on improving the competency of employees. By tracking transformation from implementation traditional performance ma

6、nagement system to carrying improving- the- competency performance management system several different industries, the author explains the design principles and ideas of the performance management system

7、 based on improving the staff competency . By comparing, the author expounds the essential differences between the two performance management systems The thesis includes seven parts. The first chap

8、ter reviews research status at home and abroad. The second chapter brings up the questions about competency management and performance management in practice. It is the core parts from chapter

9、three to chapter six, the author explains the performance management system based on improving the staff competency systematically. The last chapter summarizes the standpoint of the author and what want

10、 to study further more. Through theoretical research and tracking process of practice, the conclusion can be drawn: It is the basic that set up an indicator system logically. Master the staff

11、 competency lever by process assessment. Through process counseling reach the target. Establishing the i ncentive system and training system adapt to Performance management system. There are several

12、 innovations in this thesis: Establishing the appraisal system that can distinguish the true driving factors lead to the results. Warning the risks before it come true. Key Words：Competence mana