新版民营物流公司中层管理绩效考核制度构建研究汇编

1、新版民营物流公司中层管理绩效考核制度构建研究汇编 民营物流公司中层管理绩效考核制度构建研究 民营物流公司中层管理绩效考核制度构建研究 本文关键词：民营，中层，绩效，物流公司，考核制度民营物流公司中层管理绩效考核制度构建研究 本文简介：摘要针对H民营物流企业中层管理人员绩效考核问题，运用绩效考核理论和方法，通过访谈和调查问卷，发现和概括了中层管理人员绩效考核存在的8个问题:包括绩效考核流于形式，过于简单、考核主体比较单一，考核对象不够全面，考核内容不够完善包括绩效考核绩效指标设置不科学，对中层管理人员没有明确规范的绩效考核民营物流公司中层管理绩效考核制度构建研究 本文内容：摘要针对H民营物流企业

2、中层管理人员绩效考核问题，运用绩效考核理论和方法，通过访谈和调查问卷，发现和概括了中层管理人员绩效考核存在的8个问题:包括绩效考核流于形式，过于简单、考核主体比较单一，考核对象不够全面，考核内容不够完善包括绩效考核绩效指标设置不科学，对中层管理人员没有明确规范的绩效考核制度，考核方法简单，考核结果不公开不反馈。研究分析了产生这些问题的7种原因:主要管理人对绩效考核重要性认识不足，没有建立明确规范科学有效的绩效考核制度，考核主体未形成，绩效考核缺少重点对象，绩效考核没有与公司发展战略相结合，缺乏绩效考核专业人才，绩效考核过程不公开。在此基础上，提出了对中层管理人员绩效考核的8项改革计划:主要管理

3、人员要提高对绩效考核重要性的认识，明确以中层管理人员为绩效考核重点对象，建立健全科学公正规范有效的绩效考核制度，健全完善绩效考核主体，引进绩效考核专业人才，采用先进的绩效考核方法，建立健全中层管理人员绩效考核指标，优化绩效反馈机制。通过实施对中层管理人员绩效考核改革计划，在H民营物流企业创建科学公正规范有效的绩效考核制度，促进H民营物流企业形成适合自己企业实际的绩效管理制度，激发全体员工积极性和绩效水平，推动企业由传统物流企业向现代物流企业转变发展。关键词: 民营物流公司;绩效考核;绩效考核优化。AbstractAiming at the problem of performance appr

4、aisal of middle-level management personnel in H-private logistics enterprises, the appraisal theory and methods of performance appraisalwere used to find and summarize the eight problems existing in middle-level managers performance appraisal including the performance appraisal flow form and the com

5、parison ofappraisal subjects are single, the assessment object is not comprehensive, the assessment content is not perfect, the performance indicators are set too simple and unscientific, there is no clear normative performance appraisal system for middle managers, the appraisal method is simple, an

6、d the appraisal result is not open and not feedback.Seven reasons for these problems have been studied and analyzed: The main managers have insufficient understanding of the importance of performance appraisal, they have notestablished a clear and normative scientific and effective performance appra

7、isal system, the assessment body has not formed an organization, the performance appraisal lacks key targets,and performance appraisal has not The companys development strategy is combined with a lack of performance appraisal professionals, and the performance appraisal process is not open.On this b

8、asis, eight reform plans for the performance appraisal of mid-level management personnel were proposed: Raising the awareness of the importance of mid-level managers inperformance appraisal, clarifying that middle-level managers are the key targets for performance appraisal, and establishing and imp

9、roving scientific fairness, standards, andeffectiveness. Performance appraisal system, improve and perfect the performance appraisal subject, introduce professional talents for performance appraisal, adopt advanced performance appraisal methods, establish and improve performance appraisal indicators fo