No matter in study or work, everyone is familiar with the paper. Thesis is a tool for academic communication. What papers have you seen? The following is the opening report of my MBA graduation thesis for reference only. Welcome to reading.
First, the scientific basis of the topic (not less than 3000 words; This paper discusses the relevance, social application value or theoretical significance, domestic and foreign research status and analysis of the topic selection and the professional background of related industries in this category (professional field). )
1. The purpose and significance of this study.
Performance appraisal, also known as performance appraisal, is a process in which the appraisal subject systematically evaluates the work output and performance of its constituent units or in a certain period of time by using scientific evaluation methods according to certain performance standards and work objectives, and applies the evaluation results to personnel management such as salary payment, rewards and punishments, promotion, etc. The essence of performance appraisal is to assess employees' contribution to the organization, and it is a management communication activity between managers and employees to improve employees' ability and performance and achieve organizational strategic goals.
With the development of socialist market economy system and the deepening of personnel system reform, performance appraisal, as an important part of evaluation and encouragement in personnel management, has become increasingly important. How to correctly establish the assessment objectives, establish an appropriate assessment system, conduct an open, fair, reasonable and standardized assessment of enterprise employees, realize the scientificity and effectiveness of the assessment, and complete the assessment purpose has become an important topic for human resource managers.
The purpose of this study is:
⑴ Expounding the importance of performance appraisal, and combining the present situation of performance appraisal of small and medium-sized enterprises in China, causing enterprises to pay attention to performance appraisal.
⑵ Seeking to establish an effective performance appraisal system.
⑶ Provide powerful help for the development of employees through an effective performance appraisal system.
⑷ Improve enterprise performance through effective performance appraisal.
The significance of this study lies in:
Establishing an effective performance appraisal system is of great significance for enterprises to conduct effective performance appraisal.
⑴ Effective performance appraisal can improve the quality of human resources team. Through performance appraisal, employees and supervisors can be helped to find their own shortcomings, and they can be urged to consciously improve their work competence, thus improving the quality of human resources teams in enterprises.
⑵ Performance appraisal can be used as an important basis for personnel decision-making. Personnel decisions such as salary increase and decrease, rewards and punishments, promotion, post adjustment, etc. all have a certain foundation and basis, and the results of performance appraisal can be used as an important objective basis.
⑶ Effective performance appraisal is helpful for enterprises to achieve business objectives. Through the establishment and assessment of the strategic objectives and main work objectives of the enterprise, performance appraisal can improve the attention of the whole enterprise to the strategic objectives of the enterprise and ensure the enterprise to move in the right direction. At the same time, performance appraisal can also help employees and supervisors improve their performance level, thus ensuring the realization of the overall goal of the enterprise.
(4) Collect management information to help enterprises improve their management level. Performance appraisal provides a valuable opportunity for the management department to communicate directly with employees, so that the superior supervisor can know the progress and existing problems in time and get the first-hand information to solve the problems, which is helpful to make correct management decisions.
5] Performance appraisal is the baton of management orientation. An enterprise, what kind of enterprise it wants to develop into, will have what kind of management mode, and performance appraisal is the concentrated embodiment of enterprise management mode. Whether it is based on morality or people-oriented, it can't be defined by just one sentence or one impression, which requires a scientific evaluation system composed of many objective factors. Otherwise, employees will work hard for that sentence or that impression, which often leads to the evaluation result deviating from the original intention. Therefore, performance appraisal is the baton of enterprise management, and it is very important for enterprise management to form a scientific employee performance appraisal system and establish a modern performance appraisal mechanism.
[6] Performance appraisal is the ultimate embodiment of people-oriented. At present, it has become an indisputable fact that human resources are the core resources of enterprises. From the country to the society, "respect for labor, knowledge, talents and creation" is strongly emphasized, and people-oriented has naturally become the core concept of every enterprise management. In fact, how to be people-oriented? This is supported by scientific and objective measurement system and objective evaluation methods and standards, which is the performance appraisal of enterprises. In fact, establishing an objective and scientific evaluation system and operating mechanism is the greatest respect for labor, knowledge, talents and creativity. If the evaluation of "virtue" and "talent" is not based on the evaluation of key evaluation indicators, not on the evaluation of a continuous comprehensive quality system, but on the evaluation of the masses and the consent of leaders, the true colors of "virtue" and "talent" will be distorted invisibly. Therefore,
2. Summary of domestic and foreign research on this topic.
Since the germination of management science, management scientists, scholars and entrepreneurs have made unremitting efforts and studies on how to motivate employees and tap their potential in order to improve the efficiency of enterprises and maximize the interests of enterprise owners. Today, performance appraisal is not only a tool of human resource management, but also has developed into performance management through its original function through close combination with enterprise strategy and other management links. From performance appraisal to performance management, the biggest progress is to combine performance management with the overall strategy and business strategy of enterprises.
Present situation of foreign research on this topic:
In order to carry out effective performance appraisal, enterprises need to establish an effective performance appraisal system, adhere to the concept of comprehensiveness, systematicness and argumentation, and earnestly implement performance appraisal.
1954, American business management expert Peter? In his book Management Practice, peter drucker put forward the performance appraisal method of target management for the first time. He believes: "It is not that you have a goal when you have a job, but that you have a goal that determines everyone's work." Therefore, "the mission and task of the enterprise must be transformed into goals."
Later, the KPI method of performance evaluation appeared, that is, the key performance index evaluation method. Key Performance Indicator (KPI) is a key indicator to measure the implementation effect of enterprise strategy, and its purpose is to establish a mechanism to transform enterprise strategy into internal processes and activities, so as to continuously improve the core competitiveness of enterprises and achieve high efficiency.
1992, Robert of Harvard University? Robert Kaplan and David, CEO of Fuxing Solutions Limited? David Norton) * * * developed the balanced scorecard.
"Performance evaluation strengthens the overall business objectives of the organization by linking the work of each employee with the overall mission of the group." (Costello, 1994)
360-degree performance appraisal method was first put forward and implemented by Intel, a model enterprise of "American power symbol", and it is a performance appraisal method adopted by many contemporary enterprises. 360-degree performance appraisal refers to the understanding of personal performance from employees themselves, bosses, direct subordinates, colleagues and even customers: communication ability, interpersonal relationship, leadership and administrative ability ... Through this ideal performance appraisal, the assessed can not only get feedback from themselves, bosses, subordinates, colleagues and even customers, but also clearly know their shortcomings, advantages and development needs from these different feedbacks.
P-O model of assessment and motivation: He Yi Management Consulting Company combines the strategic objectives of enterprises with three important factors that affect employees' performance: position analysis, performance evaluation and salary design to form a P-O model. Position analysis is based on the strategic objectives of the enterprise, provides evaluation contents and methods for performance management, and defines the salary difference between different positions. The results of performance appraisal determine employees' performance salary, and at the same time, the results of employee performance appraisal become an important reference for job redesign and job changes; As an important feedback mechanism, salary can support the continuous and efficient operation of performance system. By introducing P-O mode, the concerns of employees and enterprises are organically combined, so that enterprises and employees form a coordinated and unified body.
Domestic research status of this topic:
Performance appraisal is one of the important contents of enterprise management. Without it, it is difficult to motivate employees. Performance appraisal plays an important role in absorbing enterprise ideas, employee ideas and behaviors. Evaluation is the premise and foundation of making correct personnel decisions, and decision-making is the result of the continuation and expansion of evaluation. At present, many researchers have basically the same views on how to conduct effective performance appraisal.
Han (20xx) pointed out in How to Conduct Effective Performance Appraisal: At present, there are many problems in the performance appraisal of Chinese enterprises, which make the performance appraisal unable to play its full role. In order to carry out effective performance appraisal, it is necessary to establish a performance appraisal process oriented by objective management and formulate objective appraisal standards and contents; Establish a scientific and effective assessment method by using 360-degree assessment feedback method; Keep communication channels open and establish an evaluation feedback system; Rational use of assessment results, the establishment of assessment results and salary incentives linked to the system, but also pay attention to the performance appraisal of training managers.
Li Liming mentioned in How Enterprises Organize Effective Performance Appraisal: Enterprises must establish an effective performance appraisal system in order to organize effective performance appraisal; Let the correct thought of performance appraisal penetrate into the hearts of all employees, and eliminate and clarify the wrong understanding of performance appraisal; Conduct job analysis and formulate feasible evaluation criteria. Let the value evaluation system become the intermediary of value creation and value distribution system, and form an effective human resource management mechanism.
Second, the research content, objectives and key issues to be solved
1, main contents, objectives and key problems to be solved.
2, the proposed scheme and feasibility analysis
3. Innovations and foreseeable creative achievements (indicating the degree of integration between the research content and the professional practice of the industry, the research methods and technical routes to be adopted, the innovation and practicability of the conclusions, and the feasibility of putting them into practice).
Three. Research foundation and working conditions
1, the basis of the related research work of this topic and the previous research results.
2, the existing test conditions, lack of test conditions and solutions.
The opening report of MBA graduation thesis is a good reference model, involving assessment, performance, enterprises, employees, management, objectives, evaluation, preparation and other related contents.
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