大连埃森哲绩效管理下半文.docx
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大连埃森哲绩效管理下半文.docx
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大连埃森哲绩效管理下半文
4.1Theresultsofquestionnaire
4.1.1Thepretreatmentofthequestionnairedata.
Withthehelpoftheauthor’suncle,thesurveytotallyissued50questionnairestoDalianAccentureCompanystaffs.Thequestionnairedisseminationtimeandrecoverytimearebetween19July2003–24Jul2013.Withthehelpoftheauthor’suncle,the50questionnaireswererecoveredintime,but2copiesofthequestionnairewerenotfullyfilled,respondentsdidnotanswerthequestionscompletely,thereforetheywereinvalidquestionnaires,andwillnotbeincludedinthestatisticalsample.Therefore,thesurveyquestionnairerecoveryrateis100%,effectiverateis96%.
4.1.2Samplestructureanalysis
The1stpartofthequestionnaireisthebasicinformationstatisticoftheinvestigatedsamples,mainlyaretherespondents’workingyear,workingposition,educationbackgroundandworkingdepartmentinAccentureCompany.Pleaserefertotable4-1forthesample’sstructuralanalysis.
Fromtable4-1,itcanbeseenthat,therespondentstakingpartintothisinvestigationmostlyworkedover3yearsinAccentureCompany.60.42%oftherespondentsarestaffmembers,39.58%oftherespondentsarecompanyofficersormanagers.Thestaffs’educationintheinvestigationisprevailinglyhigh.81.25%oftherespondentshavebachelordegreeorabove.Inaddition,thedepartmentaldistributionofthestaffswhoparticipatedintotheinvestigationisrelativelybalanced.Therearedifferentstaffsfromdifferentdepartments.
4.1.2Thefindingsofemployee’srecognitionontheperformancemanagementsystemofAccentureCo.Ltd
Thesecondpartofthequestionnaireisthesurveyinemployee’srecognitioninthecompany’sperformancemanagementsystem;thefollowingaretheresultsofthesurvey:
Thefifthquestionistheinvestigationaboutwhetheremployeesunderstandthestrategicobjectivesofthecompany.PleaserefertoFig4-1fortheresultsofthesurvey.FromFig4-1,only33.33%oftheemployeesareveryclearaboutthecompany'sstrategicgoals,62.50%oftheemployeesunderstandthecompany'sstrategictarget.
Thesixthquestionisinvestigatingwhetheremployeesunderstandtheperformancemanagementsystemofthecompany;pleaseseeFig4-2fortheresultsofthesurvey.
TheseventhquestionisthesurveyifDalianAccentureCompanycarriesouttheperformancemanagementtrainingforstaffs;pleaseseeTable4-2fortheresultsofthesurvey.FromTable4-2,85.42%oftheemployeesthinkDalianAccentureCompanyrarelycarriesoutperformancemanagementtrainingforemployees.Thisisthereasonwhythecompany'semployeesdonotveryunderstandtheperformancemanagementsystemandthestrategicobjectivesofthecompany.
TheeighthproblemistheinvestigationofDalianAccentureCompany’sdepartmentwhichisresponsibleforstaffperformancemanagementtraining.PleaseseeTable4-3fortheresultsofthesurvey.FromTable4-3,93.75%oftheemployeesthinkHRdepartmentisresponsiblefortheemployeeperformancemanagementtraining.
TheninthproblemisinvestigatingtheappliedperformancemanagementmodeloftheperformancemanagementsysteminDalianAccentureCompany.PleaseseeTable4-4forthesurveyresults.FromTable4-4,only12.5%oftheemployeeschooseKPImodel.Furtheranalyzingtheseemployeessampleinformation,theseemployeesarefromthecompany'shumanresourcesdepartment,andotheremployeesdidnotunderstandtheperformancemanagementmodelofthecompany.Theseresultsshowthattheperformancemanagementmodelisonlyknownbythecompany'shumanresourcesdepartmentinternally,andotherdepartmentalemployeesdonotunderstandtheperformancemanagementmodelofthecompany.
Thetenthquestionisaboutwhetheremployeesunderstandthecompanyordepartmentalperformancegoals,only33.33%ofemployeesareawareofthecompanyordepartmentalperformancegoals,otherstaffs’selectionis“notknow”.Furtheranalyzingthe33.33%employees,itisfoundthat,theseemployeesarethecompany'smanagersorsupervisors.Buttheordinaryemployeesdonotknowthecompanyordepartmentalperformancegoals.
Theeleventhproblemistoinvestigatewhetheremployeesparticipateintheirperformancegoals.Analyzingthese6employeeswhoparticipatedintheirperformancetargetsandit’sknownthat,the6company'semployeesaremanagers,thisshowsthatwhenthecompanyissettingperformancegoals,itjustletsthedepartmentmanagerspersonallyinvolveintheperformancetargetsetting,andotheremployees’performanceobjectivesaresetbythedepartmentmanagerorhumanresourcesdepartment,employeesdonotpersonallyinvolveintheirperformanceobjectives.
ThetwelfthquestionisinvestigatingifDalianAccentureCompanycarriesoutthetrainingaboutstaffperformancemanagementsystembeforetheoperations.Accordingtothesurveyresults,100%oftheemployeesthinkthat,beforethecompanyrunstheperformancemanagementsystem,ittrainsupstaffs.
ThethirteenthquestionistheinvestigationifDalianAccentureCompanyemployeesunderstandtheperformanceevaluationindexofthecompany.PleaseseeFig4-3fortheresultsofthesurvey.Thisresultissimilarwiththesixthquestion,only56.25%staffsgeneralunderstandtheevaluationindex;theresultsfurtherindicatedthatAccentureCompanyDalianemployeesdon'tknowabouttheperformanceappraisalsystem.
Thequestionsfromfourteenthtotheeighteenthareinvestigatingtheeffectofdirectmanageronstaffperformancemanagementandtheperformanceevaluation,herewith,thefourteenthquestionisinvestigatingwhetherthedirectmanagercoachesstaffsfortheirperformance.PleaseseeFig4-4fortheresultsofthesurvey,only25%ofthestaffsthinkthatthedirectmangeroftengivesperformancecoaching,66.67%ofthestaffsthinkthatthedirectmanagersometimesgivesperformancecoaching,and8.33%ofemployeessaiddirectmanagernevergivesperformancecoaching.
Thefifteenthquestioniswhethertheemployees’directmanagergiveshelptostaffs.Thesurveyfoundthat,50%oftherespondentsthinktheirdirectmanageroftencanhelpinatimelymanner,butalso45.83%respondentsthinktheirdirectmanagersometimesgiveshelp,4.17%employeesthinkthattheirdirectmanagernevergivesthemhelp.PleaseseeFig4-5.Thesixteenthproblemistheinvestigationofperformanceappraisalthatifthedirectmanagerwillgiveemployeesperformancefeedbacktimely.Thesurveyshowsthat95.83%oftheemployeesbelievethattheirdirectmanagertimelygivestheresultsofperformanceappraisal.Theseventeenthquestionisinvestigatingthefeedbacktimegapbetweenstaffs’directmangerandemployees’performance,62.50%ofthestaffsreflecttheirdirectmanagergivestheirperformancefeedbackintimein15minutes.Investigationsofthefifteenthandsixteenthquestionsshowthatalthoughthedirectmanagerinatimelymannergivestheperformanceevaluationresultsandfeedbacktostaffs,theperformancefeedbacktimeislittle.
Theeighteenthquestionistoinvestigateemployees’perceptionsinDalianAccentureCompany’scurrentperformanceevaluationsystemfromtheviewpointofthecomplexityoftheperformanceassessmentsystem.81.25%respondentsthinkthattheperformanceappraisalsystemistoocomplicated,only12.5%oftherespondentsthinkthattheperformanceappraisalsystemisfine.Furtheranalyzingthe12.5%respondents’sampleinformation,itcanbeknownthat,the12.5%respondentsbelongtothehumanresourcesdepartmentofthecompany;theyarealsothecompany'sperformanceappraisalsystemmakers.ThenineteenthquestionistoinvestigateemployeeperceptionsinDalianAccentureCompany’scurrentperformanceevaluationsystemfromtheobjectivepointofperformanceappraisalsystem.PleaseseeTable4-5fortheresultsofthesurvey.FromTable4-5,66.67%respondentsthinkthattheperformanceappraisalsystemisnotobjectiveenough.
Thetwentiethquestionisthesurveyofemployees’acquaintanceforDalianAccentureCompany’sutilizationoftheperformanceevaluationresults.PleaseseeTable4-6fortheresultsofthesurvey.FromTable4-6,75%respondentsthinkthattheperformanceevaluationresultsofthecompanyarenotfairintermsofstafftrainingandstaffpromotionaswellasstaffmotivation.Only25%oftheemployeesthinkthatthecompanywillusetheperformanceappraisalresultsintowork.Thisshowsthatintheutilizationoftheperformanceappraisalresults,employeeshavegreaterdissatisfaction.
Thetwenty-firstquestionistheinvestigationaboutstaffs’opinionintheimprovementplanofperformanceassessmentsystem.Intheresultsofthesurvey,it’sfoundthatonly12.5%ofrespondentsthinkthattheperformanceimprovementplaniseffective;theserespondentsarecomingfromthehumanresourcesdepartmentofacompany.62.50%oftherespondentsthinkthattheperformanceimprovementplanhavesomeeffect,25%respondentsthinkthattheperformanceimprovementprogramwasnoteffective.PleaseseeTable4-7.
Thetwenty-secondquestionisinvestigatingabouttheemployees’understandinginperformancecommunicationatmosphere.20.83%respondentsthinkthattheperformancecommunicationatmosphereisverynervous,only25%oftherespondentsthinkthattheperformancecommunicationatmosphereisveryharmonious,54.17%respondentsthinkthattheperformancecommunicationatmosphereisjustcommon.PleaseseeFig4-6.
Thetwenty-thirdquestionistounderstandtheeffectofculturaldifferencesonDalianAccentureCompanystaffperformancemanagement.Fromthesurveyresultsofthetwenty-thirdquestion,87.5%respondentsbelievethereareculturaldifferencescausedbycommunicationandmanagementbarrierinthecorporateperformancemanagement
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