某省某通信公司人力資源管理及績效評(píng)估研究-論文(doc)

本文在結(jié)合作者實(shí)踐工作經(jīng)歷的基礎(chǔ)上，通過對(duì)當(dāng)前環(huán)境下移動(dòng)通信事業(yè)發(fā)展現(xiàn)狀的詳細(xì)分析，提出人力資源管理的革新和改進(jìn)，尤其是人力資源績效考評(píng)問題的深入研究、探討及其應(yīng)用，是A省移動(dòng)通信有限責(zé)任公司在激烈的市場競爭中生存、發(fā)展乃至壯大的關(guān)鍵問題之一。
本文通過對(duì)現(xiàn)有主要的人力資源績效考評(píng)方法比較、研究，運(yùn)用理論研究和比較研究的方法，針對(duì)A省移動(dòng)通信有限責(zé)任公司的人力資源績效考評(píng)問題解決的難點(diǎn)，提出了應(yīng)用平衡記分卡的方法建立A省移動(dòng)通信有限責(zé)任公司人力資源績效考評(píng)模型的方案，并給出了建立模型的具體步驟和主題思想；通過應(yīng)用概念模型、數(shù)學(xué)模型以及案例研究等多種方法，本文詳細(xì)給出了A省移動(dòng)通信有限責(zé)任公司人力資源績效考評(píng)模型的建立、應(yīng)用和比較的過程，并對(duì)模型的現(xiàn)實(shí)性和有效性進(jìn)行了具體的論述；在具體闡述應(yīng)用平衡記分卡的方法建立A省移動(dòng)通信有限責(zé)任公司人力資源績效考評(píng)模型的基礎(chǔ)上，本文對(duì)建立有效的人力資源績效考評(píng)系統(tǒng)提出了自己的建議和看法；在總結(jié)文章研究內(nèi)容和具體研究成果的基礎(chǔ)上給出了本文的研究結(jié)論。


關(guān)鍵詞：人力資源、績效考評(píng)、移動(dòng)通信


Abstract


This paper, on the basis of its author’s actual experience, according to these analysis on the environment of mobile communication nowadays, which its author has been studying in detail, suggests that performance assessment are the key matter on human resource management, in the reformation and betterment on the human resource management, for that A mobile communication co. ltd. would been surviving, developing and even growing increasingly in the intense competition all around of the world.
By applying theory model, maths model and cases research so on, on the basis of comparing with those popular approaches about performance assessment on human resource, according to these key matters of performance assessment on human resource in the A mobile communication co. lt., this paper proposes that the balanced scorecard is the most proper approach to solving these matters of performance assessment in the A mobile communication co. ltd., and puts the main idea and process of balanced scorecard forward. By applying theory model, maths model and cases research so on, in the course of creating, applying and comparing on the performance assessment model of the A mobile communication co. ltd., this paper gives these suggestions about the validity and practicability of the model in details. On the basis of proposing the performance assessment model of the A mobile communication co. ltd. by balanced scorecard, this paper’s author gives his own suggestions and ideas about creating the proper the system of performance assessment on human resource, and draws some conclusions for this whole paper.



Keywords: Human Resource, Performance Assessment, Mobile Communication

某省某通信公司人力資源管理及績效評(píng)估研究-論文(doc)