xx集團(tuán)實(shí)習(xí)生績(jī)效考核研究

14300字

摘 要
隨著國(guó)內(nèi)人才市場(chǎng)的不斷發(fā)展與完善，實(shí)習(xí)生的概念逐漸深入人心，企業(yè)增大接收實(shí)習(xí)生的數(shù)量和批次將成為不爭(zhēng)的事實(shí)。但國(guó)內(nèi)企業(yè)實(shí)習(xí)生績(jī)效考核水平不容樂(lè)觀。這同時(shí)又是困擾眾企業(yè)的問(wèn)題，企業(yè)偏向于招聘有經(jīng)驗(yàn)的人才以備立刻發(fā)揮其價(jià)值，但這樣的人才卻供不應(yīng)求，職場(chǎng)上更多的是新鮮人，他們踏入職場(chǎng)的第一步通常是以實(shí)習(xí)生的形式。然而，面對(duì)實(shí)習(xí)生計(jì)劃，許多企業(yè)表示“愛(ài)他不容易”，不僅因?yàn)閷?shí)習(xí)生素質(zhì)參差不齊，而且實(shí)習(xí)生的工作流動(dòng)性太差，在企業(yè)沒(méi)有長(zhǎng)期工作的態(tài)度，容易跳槽，企業(yè)不愿意投入對(duì)其績(jī)效考核的精力和資源。其實(shí)，實(shí)習(xí)生很容易獲得企業(yè)所需的技能，很容易通過(guò)績(jī)效考核的確立來(lái)激勵(lì)他們，發(fā)掘他們更多的價(jià)值。
本文以南京華晶集團(tuán)實(shí)習(xí)生績(jī)效考核為例，首先分析該企業(yè)實(shí)習(xí)生績(jī)效考核的現(xiàn)狀及存在的問(wèn)題，然后分析該企業(yè)實(shí)習(xí)生績(jī)效考核存在問(wèn)題的原因，最后提出南京華晶集團(tuán)績(jī)效考核的可行對(duì)策。

關(guān)鍵詞：實(shí)習(xí)生，績(jī)效考核，激勵(lì)


Abstract
With the continuous development and improvement of the domestic job market, the concept has been widely accepted interns, companies increase the number and batch receiving interns will become an indisputable fact. However, the level of domestic enterprises intern performance appraisal is not optimistic. This is also the problem of troubled public companies, companies tend to recruit and experienced personnel to prepare to play their value immediately, but such personnel are in short supply, more people in the workplace, they are often the first step into the workplace in the form of interns. However, faced with internship programs, many companies that "love him is not easy," not only because of the uneven quality of the intern, intern or illiquid companies reluctant to invest resources. In fact, interns with easy access to the necessary business skills, with easily through the establishment of performance appraisal to motivate them to explore more of their value.
In this paper, Nanjing Huajing Group intern performance appraisal, for example, most of our business to analyze the current performance appraisal intern problems and propose methods and countermeasures to solve the actual situation of Nanjing Huajing Group
Key words: Interns, performance appraisal, incentives


目 錄
第一章 緒論 1
1.1 問(wèn)題的提出 1
1.2 研究目的與意義 1
1.2.1 研究目的 1
1.2.2研究意義 2
1.3 國(guó)內(nèi)外研究現(xiàn)狀 2
1.3.1 國(guó)外研究現(xiàn)狀 2
1.3.2 國(guó)內(nèi)研究現(xiàn)狀 3
1.4 研究思路和研究方法 4
第二章 南京華晶集團(tuán)實(shí)習(xí)生績(jī)效考核現(xiàn)狀及問(wèn)題分析 4
2.1 南京華晶集團(tuán)簡(jiǎn)介 4
2.2實(shí)習(xí)生績(jī)效考核的特點(diǎn) 5
2.2.1 實(shí)習(xí)生的概念和類型 5
2.2.2 實(shí)習(xí)生與正式員工的差異 5
2.2.3 實(shí)習(xí)生績(jī)效考核的特點(diǎn) 6
2.3南京華晶集團(tuán)實(shí)習(xí)生績(jī)效考核現(xiàn)狀 6
2.4南京華晶集團(tuán)實(shí)習(xí)生績(jī)效考核存在的問(wèn)題 7
2.4.1 業(yè)績(jī)考核等同于績(jī)效管理 7
2.4.2 考評(píng)者主觀因素影響大 7
2.4.3 績(jī)效評(píng)價(jià)目標(biāo)不當(dāng) 8
2.4.4 考核后及時(shí)未能作出有效反饋 8
第三章 南京華晶集團(tuán)實(shí)習(xí)生績(jī)效考核存在問(wèn)題的原因分析 8
3.1誤解績(jī)效考核與績(jī)效管理的關(guān)系 9
3.2人力資源部和直線部門職責(zé)分配不清晰 9
3.3沒(méi)有體現(xiàn)實(shí)習(xí)生的特殊性 9
3.4實(shí)習(xí)生參與績(jī)效管理的主動(dòng)性不高 10
第四章 南京華晶集團(tuán)績(jī)效考核的對(duì)策與建議 10
4.1 合理確立實(shí)習(xí)生績(jī)效考核的主體 10
4.2 南京華晶集團(tuán)改革實(shí)習(xí)生績(jī)效考核的目的和原則 11
4.3合理確定實(shí)習(xí)生績(jī)效考核的指標(biāo)體系 12
4.4 考核指標(biāo)目標(biāo)值和評(píng)分標(biāo)準(zhǔn)確定 14
4.5 合理確定考核周期 15
4.6 績(jī)效考核的反饋 16
4.6.1績(jī)效面談 16
4.6.2注重績(jī)效溝通與信息反饋 16
4.7 績(jī)效考核結(jié)果的處理 17
4.7.1 績(jī)效工資 17
4.7.2 員工培訓(xùn) 17
4.7.3 職務(wù)晉升和獎(jiǎng)懲 17
結(jié) 論 18
參考文獻(xiàn) 19
致 謝 20