民營企業(yè)職業(yè)經(jīng)理人績效考核研究.pdf

1、華北電力大學(xué)碩士學(xué)位論文摘要我國民營企業(yè)現(xiàn)代企業(yè)管理制度尚不完善，職業(yè)經(jīng)理人市場還未健全，在引進(jìn)職業(yè)經(jīng)理人后出現(xiàn)了一定程度的激勵無效、約束失當(dāng)?shù)葐栴}。職業(yè)經(jīng)理人績效考核是建立健全職業(yè)經(jīng)理人約束機(jī)制和激勵機(jī)制的基礎(chǔ)。本文以此為出發(fā)點(diǎn)，在對民營企業(yè)職業(yè)經(jīng)理人考核現(xiàn)狀、理論基礎(chǔ)、考核影響因素等分析的基礎(chǔ)上，提出了基于公司關(guān)鍵績效指標(biāo)和年度重大經(jīng)營計(jì)劃的職業(yè)經(jīng)理人績效指標(biāo)體系設(shè)計(jì)，通過與經(jīng)濟(jì)增加值(EVA)的偏相關(guān)性分析對指標(biāo)進(jìn)行篩選，利用層次

2、分析法確定各指標(biāo)權(quán)重，最終形成一個(gè)以EVA為核心的綜合評價(jià)體系。關(guān)鍵詞:人力資源管理，績效考核，職業(yè)經(jīng)理人，關(guān)鍵績效指標(biāo)，經(jīng)濟(jì)增加值A(chǔ)BSTRACTNowthemodernenterPrisemanagementsystemofChinesePrivateenterPrises15stillnotPerfeetandthemarketofProfessionalmanagersdoesnotsound，manyProblemsareaP

3、PearingaftertheintroduetionofProfessionalmanagers，suehasincentiveinvalid，boundmiseonduet，ete.ThePerformaneeAssessmentofProfessionalmanagers15thebasisofbindingmeehanismsandineentives.ForthestartingPointaeeordingtowhathave

4、said，inthisPassage，onthebasisofthePerformaneestatusandtheoretiealbasisandfaetorsanalysisofProfessionalmanagers，amethodofbuildingasystemofPerformaneeindieatorsofProfessionalmanagers15ProPosed，whieh15onthebasisofKeyPerform

5、aneeIndicatorsandmajannualbusinessPlan，seleetindieatthroughanalysisthePartialerelationwiththeEeonomieValueAdded，determinetheindieatorweightwithAnalytieHierarchyProeess.Atlast，aeomPrehensiveassessmentsystemtheeoreofEVA15f

6、ormed.LiTao(EnterPriseManagement)DireetedbyProf.GuoJingshengKEY、VORDS:HUmanProfessionalManagers，KeyResoureeManagement，PerformaneeEvaluation，PerformanceIndicators，EeonomicValueAdded么華北電力大學(xué)碩士學(xué)位論文4.4民營企業(yè)職業(yè)經(jīng)理人考核流程...........

7、...............……274.5民營企業(yè)職業(yè)經(jīng)理人考核結(jié)果應(yīng)用......................……294.5.1績效改進(jìn).......................................……294.5.2薪酬兌現(xiàn)..…，.................................……304.5.3其他應(yīng)用.......................................……31結(jié)論.