当前位置: 首页 > 论文范文 > emba论文写作 > >>查看论文

MBA留学论文写作内容参考:组织绩效管理 Performance management

更新日期:2017-03-31 | 点击: 次 | 一键收藏本论文

  特别提示:网站上的论文收集于互联网,可能不完整,非原创。需要原创,高品质,包通过的论文请赶紧联系客服进行原创定制。我司企业QQ和总机热线同号认证,信誉有保障。

  认证企业QQ:712635830    范老师:712635831   程老师: 712635862   杨老师:712635863   高老师:712635830


关键词:代写留学生论文MBA绩效管理
摘要:本文是留学生MBA论文范文部分节选内容,主要是讲述组织绩效管理的相关理论与基本定义,已经在企业组织中产生的一系列影响作用。
MBA留学论文写作内容参考:组织绩效管理 Performance management in organisations

大多数组织依靠全面的无形资产来建立自己的组织价值观。对于任何组织来说,管理组织和个人在组织中的表现是非常重要的。相应的,重要的是要找出如何管理绩效随着时间的推移,以确保生产力和提高能力的员工和组织,以实现目标,以及减少营业额。
绩效管理是一个系统的过程,它与组织战略、资源、流程。可以说,绩效管理是企业的各级人员
当我们看到绩效管理在当今的商业世界中,我们可以说是综合集成:

Performance management 绩效管理
Most of the organization depend on comprehensively on intangible assets to build their values of organizations. For any organizations it is very important to manage the performance of the organization as well as individuals in the organization. Correspondingly it is important to figure out how to manage performance over time to ensure the productivity and to improve capability of employees and organization to achieve the goals as well as decrease turnover.

Performance management is a systematic process which has a link between organizational strategy, resources, and process. We can say performance management engage people at all level of enterprise (Institute of Management Accounts (1998))

When we look performance management in today’s business world, we can say it is integrated combination of:

Corporate / strategic performance management
Line / Tactical performance management
Operational performance management
Corporate or Strategic level of business decides where the business should be in a long run. In the other word, executives of this level create the vision of the business and the long run strategies such as where the business should be… whether to go for collaboration or go for new market with new product and so on…

Once the targets, goals and objectives of this level is decided next step is to achieve these goals. Therefor in this level it is very important to integrate the following:

Emergence of scorcards
Reporting
Financila consolidation
Forcasting
Budgeting
Planning
Next is line performance management. The managers must be accountable for their area of decisions, actions and outcome. The part of the organization under the control of manager is a responsible center for that manager. The area can be department, unit, product, plant, territory division or segment.

For the performance evaluation it is necessary to identify the specific characters of each responsible center since some are cost centers and some are profit centers. Therefor it is important to consider the core nature of the responsible center.

Moreover, Performance management is extensive management process framing continuous improvement journey by ensuring that everyone understand where the organization is and where it should be in future to meet stakeholders need. (Institute of Management Accounts, 1998)

According to Wayne W. Eckerson (www.tdwi.com) Performance management consist four steps virtuous cycle that involves

Creating strategy
Plans
Monitoring the execution of those plans
Adjusting activities and objectives to achieve strategic goals
This four-step wheel rotates around combined data and metrics, which Provide a measurement framework to scale the effectiveness of strategic and management processes.

According to Ashima Aggarwal and Gour Sundar Mitra Thakur (2013) traditional method of performance appraisal are mainly based on studying personal qualities such as leadership and judgment, loyalty of employee, inventiveness of employee and knowledge of employee.

The traditional techniques of performance appraisal include:

Ranking
Graphic Rating scale
Critical Incident
Narrative Essays
Advance performance Appraisal Techniques include

Management by Objective
Assessment Centres
BARS
Human Resource Accounting
90 Degree
180 Degree
270 Degree
360 Degree
720 Degree
Balance score card
Electronic performance monitoring
Ranking method of appraisal is ranking employees from the best to worst on a specific trait, choosing highest, then lowest, until all ranked are ranked. This method is fastest, transparent, cost effective, simple and easy way to use. On the other hand this method has less objectives, morale problems who are not rated at or near the top of the list, suitable for small workforce, difficult to determine workers strength and weakness.

Graphic Rating scale is a scale that list a number of traits and a range of performance for each employee and then rated by identifying the score that best describes individual performance for each traits. This method is simple and easy to create. Results of this method is standardized by reducing personal bias and allow comparison between the employees. But in this method rating is subjective and each characteristic is equally important in evaluation.

本文出自:http://www.compare2hosts.com/lunwen/embalw/lw201793749.html

本文TAGS: 代写论文 管理学论文 MBA论文 代写留学生论文 留学生论文 组织绩效管理

上一篇:中国社会科学院研究生院 公共管理硕士(MPA)学位论文写作要求 下一篇:MBA留学生论文-微软公司的战略回顾

  
关闭

快速,语音沟通。

微信,扫一扫,
添加我为好友。

收藏分享

QQ

电话

微信