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摘要 绩效考核方法的应用对于现代企业规范绩效产出有非常重大的意义，是一个企业得以实现可持续发展的重要保障。但是，传统的绩效考核，由于过分追求结果而忽视了考核过程的重要性等，已不能适应现代企业管理的要求，因此，越来越多的企业开始寻找一种新的有效的绩效考核方法。以目标管理为基础的绩效考核是现代企业管理在绩效管理上的一种创新。
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德鲁克在《管理实践》一书中首先提出了“目标管理”这一概念，其认为，目标管理和自我控制能让员工尽情发挥其特长，同时能凝聚共同的愿景和全体一致的努力方向，从而建立团队合作，调和员工个体目标以及共同福祉的原则。10680
目标管理是一种重视“员工参与，自我控制”的管理模式：由组织内上级与下级共同讨论，然后确定员工的工作目标，并进一步自我控制与自我评价，从而激励员工，提高企业的工作效能。把绩效考核方法与目标管理的过程融合的绩效管理方式，与传统的绩效考核比，基于目标管理的绩效考核体系通过考核方法的创新，从各个不同角度反映员工的业绩，从而使绩效反馈的结果更公正、更真实、更客观、更准确，避免了早期绩效考核的各种弊端。本毕业论文以一家现货投资公司为例，对以目标管理为基础的绩效考核方法进行了研究，并与传统的绩效考核进行对比分析，从而论述目标管理绩效考核的优势与适用性。
关键词：目标管理 绩效考核 XX公司
Abstract
Performance appraisal methods of application for modern enterprise performance specification of output is of great significance, is an important guarantee for the sustainable development of enterprises are realized. However, the traditional performance appraisal, as a result of excessive pursuit of results and ignore the importance of the inspection process, etc., already can not adapt to the requirements of modern enterprise management, therefore, more and more companies began to look for a new and effective method of performance appraisal. On the basis of the target management of performance appraisal is a modern enterprise management on the performance management of a kind of innovation.
Drucker in the book \"management practices\", first proposed the concept of \"management by objectives\", its thought, management by objectives and self-control allows staff to play its specialty, at the same time can condense common vision and direction, unanimously by building teamwork, and employee inpidual goal and the principle of common interest.
Target management is a kind of value for management of employee involvement, self control mode: by superiors and subordinates to discuss inside organization, and then determine the employee's work objectives, and further self control and self evaluation, so as to motivate employees, improve the work efficiency of the enterprise. Of the performance evaluation methods and target management performance management way of process integration, with the traditional performance evaluation, performance evaluation system based on management by objectives through innovative methods of assessment, reflect the performance of employees from different Angle, so that the results of the performance feedback more just, more real, more objective, more accurate, avoiding the various disadvantages of early performance appraisal. Taking a physical investment company as an example, based on the target management of performance appraisal methods are studied, and compared with the traditional performance appraisal analysis, and discusses the advantage and applicability of target management performance evaluation.
Keywords:Management by objectives Performance appraisal XX company
目 录
摘 要Ⅰ
AbstractⅡ
一、论述1