关键业绩指标绩效考核体系的研究与应用-毕业论文.doc

 毕业论文(设计) 关键业绩指标绩效考核体系的研究 Application and Research of Key Performance Indicators within Examine System 学 生 姓 名： 指导教师： 专业名称： 所在学院： 二〇XX年X月 目 录 摘要 I Abstract II 1 前言 1 1.1 绩效考核体系研究的目的和意义 1 1.2 KPI考核体系的研究背景与发展 2 1.3 KPI考核方法的研究现状 3 1.4 本文研究思路与章节安排 5 2 KPI绩效考核与绩效管理 6 2.1 相关基础理论 6 2.2 平衡记分卡 7 2.3 层次分析法 9 3 SD公司KPI绩效考核体系的设计 11 3.1 SD公司原有考核体系 11 3.2 绩效考核体系改进设计原则 14 4 KPI绩效考核体系在SD企业中的应用 16 4.1 新建KPI绩效考核体系 16 4.2 权重及目标值的确定 20 4.3 新建考核体系与原有考核体系考核结果对比 27 总结 28 致谢 29 参考文献 30 附表 KPI指标权重调研 31 摘要 为了研究绩效考核，根据原则找公司战略实施成功的关键成功因素，并根据战略关键指标KPI指标权重；最后将KPI绩效考核体系在SD企业中实际应用，深入理解绩效理论，认真分析绩效的要素KPI绩效考核体系。关键词：关键指标绩效考核Abstract In order to study the performance appraisal validity of the enterprise, this paper uses key performance indicators to design the performance appraisal system. First, according to Twenty-eight principle, the key factors of the successful implementation corporate strategy is found and the key performance indicators are identified about long-term strategy based on business objectives. Second, starting from the Balanced Scorecard four dimensions of such as finance, customer, internal business, learning growth, the performance appraisal system is designed and the weights of KPI are determined by using AHP. Finally, the KPI performance is applied in the appraisal system of SD enterprise. Appraisal assessment indicators are designed by enterprise status of performance appraisal and the index weights are determined through the enterprise research. Summing up the establishment of the correct grasp of the principles of performance evaluation, the conclusion could be drawn that a complete set of KPI performance appraisal system could be established understanding of the theory of performance evaluation deeply and careful anglicizing the validity of the elements of performance assessment. Key words: key performance indicators, performance evaluation, analytic hierarchy前言 绩效考核体系研究的目的和意义 绩效与绩效管理 绩效(Performance)员工自身各项