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华中科技大学硕士学位论文DLW服装公司绩效考核体系研究姓名：贺潜熙申请学位级别：硕士专业：工商管理指导教师：胡蓓20050420IIIAbstractPerformanceAppraisalisanimportantfunctionofHumanResourceManagement.InordertobuildoroptimizedthePerformanceAppraisalSystems,manycompanieshaveputgreateffortonit.Companiesindifferentindustry,indifferentdevelopmentperiodandindifferentstrategybackgroundmayhavedifferentwaysonPerformanceAppraisal.Ithasproven,onlythePerformanceAppraisalfitsthecompany’sfeature,itcanreallymotivatetheemployees,andrealizethegoalsofboththeemployeesandtheorganization.Withthenewpolicyonexporthasbeensetup,thereturntaxratefortextileproductionhasdecreased,andsomeclothingimportcountriessuchasAmerica,EuropeanUnion,Canadaetc.restrictthegarmentproductionofChinaintotheircountry.Sothegarmentcorporationisunderfiercesituation,thepressuretheyfacehasbecomingstrongerandstronger.Inthissituation,theclothingcompanyhasputtheireyesonhowtoimprovetheorganizationperformance,howtoincreasetheircorecompetitionthroughtheperformanceappraisal.Thispaperstartsfromthetheoryofperformanceappraisal,discusseshowtodesignaproperperformanceappraisalsystemforDLWGarmentCorporationAtfirst,thepaperintroducesthetheoryofperformanceevaluation,makethedefinitionofperformanceandperformanceappraisal.Makesurethattheperformanceappraisalcouldprovidetheinformationofthereward,compensationdesignandthedevelopmentofemployeesforthecompany.Secondly,thepaperstudiesthesituationoftheclothingindustryandthehumanresourcemanagementinDLWGarmentCorporation.Accordingtotheinformationlearnedfromthecompany,weanalyzestheproblemsexistinit.Then,thepaperdescribestheprocessofhowtodesignDLWGarmentCorporation’sIIIPerformanceappraisals.ThearticlesetuptheprincipleandthewaydesigntheperformanceappraisalonthebasisofDLW’scorporationcultureanditsdevelopmentperiods;classifythewholeemployeesintodifferentparts;buildtheperformanceindicatorsandtheprocedureofevaluation.Finally,accordingtotheproblemswemeetinprocessofbuildingtheperformanceappraisalsinthecompany,thepapermakessomesuggestionsforit.Keywords:GarmentIndustryPerformanceAppraisalClassificationEvaluation_____112345671.3892DLW10111213HRDCEOQC1415163DLW173.2DLW183.3DLW19204DLW4.1DLW212223242526272829305DLW5.1315.2325.3335.434353637[1]..20031252-53[2]MichaelArmstrongAngelaBaronel.PerformanceManagement.London:TheCromwellPress,2002[3]DevrisD.L,MorrisonA.M.PerformanceAppraisalOntheLine.TechnicalReport,19806:16[4]RaymondJCorsini.EncyclopediaofPsychology.John&WileyandSonsInc.1987[5]..2000[6]..2000622-24[7]WoehrD.J.Understandingframe-of-referencetraining:Theimpactoftrainingontherecallofperformanceinformation.JournalofAppliedPsychology.Vol:79524-534[8]CompellJ.P,MccloyR.A.aTheoryofPerformance.SanFrancisoJosey-Bass,1993[9]BormanW.C,MotowidloS.T.TaskPerformanceandContextualPerformance:themeaningforpersonalselectionresearch.HumanPerformance.Vol:10,1997699-109[10]ConwayJ.M.DistinguishingContextualPerformancefromTaskPerformanceforManagerialJobs.JournalofAppliedPsychology.Vol:84,199933-13[11]CharlesLee.SmoothingoutAppraisalSystems,HRMagazine19903:72-76[12]CliveFletcher.Appraisal:AnIdeaWhoseTimeHasGone,PersonnelManagement19939:34[13]KennethP.Carson,RobertL.Cardy.UpgradetheEmployeeEvaluationProcess,HRMagazine199210):8838[14]..,2004[15]..2003[16]..2.2001[17]..2000[18]..2003[19][]J.A...,.1999[20]..HR200229[21]..,1996[22],..2003[23][]...1997[24]..1996[25]..2002[26]S...1999[27]..2000[28]..1997[29]..20031236-37[30]..Vol:289,2004(5):46-48[31]..2003(3):103-108[32]Aimstoimproveexistingperformanceappraisalsystemsortohelpdesignnewperformancereview,[33]..,2002[34]..2002[35]..1999[36]H...,1997[37],..,199539[38],..,1994[39]..,1997[40]Landy,J.L..theMeasurementofWorkPerformance:Methods,Theory,andApplication,NewYork:AcademicPress,1983(5):67-77[41]..,1993[42].().,19974012QC,22QC100%,24QC99%1%25QC52QC100%98%1%25QC100%1%5101040L/G10L/G10ERP1100%0.5%11100%1%1295%1%16100%261010301098%1%5/2098%1%5301095%1%54121ABCD141210861412108614121086141210862ABCD141210861412108614121086141210863ABCD141210861412108614121086141210864ABCD141210861412108614121086141210865ABCD14121086141210861412108614121086A240B.240-200C.200160D.1604232QC,2222QC100%,22QC99%1%22QC22QC100%98%1%210QC100%1%5151533L/G10L/G106010542495%1%12210100%25402098%1%5434DLW服装公司绩效考核体系研究作者：贺潜熙学位授予单位：华中科技大学相似文献(10条)1.期刊论文杨海峰.刘辉浅析中小服装企业人力资源管理-中国商贸2009,(19)人力资源管理是现代中小服装企业所面临的一个重要课题.本文从人力资源规划、招聘、培训、考核、薪酬、员工关系等方面入手,阐述了中小服装企业将如何进行人力资源管理.2.期刊论文刘蕾浅谈服装企业的人力资源管理-科技信息2009,(36)服装是人类最基本的生活需求,服装企业是劳动密集型行业,是社会经济发展的重要的部分.服装企业的人力资源管理在服装企业发展中作用重大,因此只有对服装企业的人力资源管理进行合理部署和规划,才能全面促进服装企业的发展.3.学位论文梁琼柔性管理方法在陕西省中小型服装企业中的应用研究2007本文以柔性理论、柔性管理理论、人力资源柔性管理理论为课题研究的理论基础，通过问卷调查和实地访谈的形式首先调查了陕西省中小型服装企业对于人力资源柔性管理的意识程度以及实施条件的具备情况，并在理论研究和实地调查的基础上建立了服装企业人力资源管理柔性的评价指标体系，采用Delphi法和AHP法确立了评价指标体系各项指标的权重。然后笔者在前文所建立的人力资源管理柔性评价指标体系的基础上结合问卷调查的形式进行了抽样调查，通过专家打分，对陕西省中小型服装企业人力资源管理柔性做出了总体评判。最后在调查分析的基础上，借鉴人力资源柔性管理实施较好的企业在实施人力资源柔性管理方面的经验，并结合这一研究领域的目前已有的大量的文献和资料，对其应用前景进行了分析和预测，进而提出了陕西省中小型服装企业人力资源柔性管理实施的措施和改进的建议。全文共分为以下三个部分。第一部分：理论基础。针对有关人力资源柔性管理的理论进行了阐述，分析了人力资源柔性管理实施的条件因素并建立了企业人力资源管理柔性的评价指标体系。第二部分：实地调查研究。选取了陕