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与应用
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
绩效考核体系研究的目的和意义 1
KPI考核体系的研究背景与发展 2
KPI考核方法的研究现状 3
本文研究思路与章节安排 5
2 KPI绩效考核与绩效管理 6
相关基础理论 6
平衡记分卡 7
层次分析法 9
3 SD公司KPI绩效考核体系的设计 11
SD公司原有考核体系 11
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
新建KPI绩效考核体系 16
权重及目标值的确定 20
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
为了研究绩效考核在企业中的效度,本文采用关键业绩指标法进行绩效考核体系的设计。首先根据“二八原则”找出公司战略实施成功的关键成功因素,并根据企业长期战略目标确定关键业绩指标;然后从平衡记分卡的财务、顾客、内部业务和学****成长四个维度出发设计绩效考核体系,运用层次分析法确定KPI指标权重;最后将KPI绩效考核体系在SD企业中实际应用,根据企业绩效考核现状设计考核指标,通过企业调研确定指标权重。该实例证明企业正确把握绩效考核建立原则,深入理解绩效考核相关理论,认真分析影响绩效考核效度的要素,才能建立出一套完整的KPI绩效考核体系。
关键词:关键业绩指标,绩效考核,层次分析法
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 essful 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 plete 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 a