英孚教育集团推广员绩效考核研究.doc
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英孚教育集团推广员绩效考核研究,research on the promoter’s performance appraisal of ef18500字摘要本文主要根据人们对知识和能力提升的重视程度持续走高的现状，着眼于当今人们教育培训需求与激烈市场竞争并存的情况，以作为品牌教育培训机构的英孚教育集团为例，对其推广员的绩...
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英孚教育集团推广员绩效考核研究
Research on the promoter’s performance appraisal of EF
18500字
摘 要
本文主要根据人们对知识和能力提升的重视程度持续走高的现状，着眼于当今人们教育培训需求与激烈市场竞争并存的情况，以作为品牌教育培训机构的英孚教育集团为例，对其推广员的绩效考核进行研究。研究从教育培训机构推广员绩效考核现状出发，采用实地调研、问卷调查方法，对案例进行深入研究并反馈。从社会研究的角度考察了推广员的基本情况，了解绩效考核方案，对方案进行优势、劣势、机会、威胁分析，找准定位与基本思考方向，根据绩效考核相关概念及激励理论，对现状及存在的问题进行分析。
论文从多角度、多层次思考论证方案，如指标设计、考核周期、考核维度、考核重点等，清晰划分各种因素的影响及分布情况，为企业对推广员能实施有用合理的绩效考核而提出相应改进对策，完整理解绩效考核内容、科学设计绩效考核指标、合理确定绩效考核周期、分层设定绩效考核难度、清晰界定绩效考核重点。结果旨在提高企业品牌及实力推广力度，更好地将企业培训内容与人们的培训需求建立联系，为公众熟知，并让公众根据需要接受相关教育培训。
关键词：绩效考核 推广员 英孚教育
Abstract
The paper is mainly about the promoter’s performance appraisal of EF. According to the sustaining attention paid to improving abilities and enhancing knowledge and condition on fierce market competition accompanied by people’s needs of education and training, the research focuses on the promoter’s performance appraisal and it takes EF for an example. This research takes practical investigation, questionnaire survey and in-depth case analysis with feedback. To this issue, the paper presents the new condition and premier causes. Hence, it finds the fundamental data about promoters from various angles, understands the case of performance appraisal, and analyzes the strength, weakness, opportunity and threat of the case. The study mainly analyzes current condition and problems in line with related concepts about performance eva luation and motivation theory to identify the location and the basic direction of thinking.
In addition, the paper demonstrates and thinks the case from the multi angles and multi levels, such as the index design of eva luation, performance-appraisal cycle, assessment latitude, key points of examination and so on. It divides effects of various factors and distribution clearly. Therefore, this article puts forward some revised measures for the company to implement reasonable and useful performance appraisal, such as the understanding of performance appraisal’s content in its entirety, the scientific design of the performance appraisal’s index, setting a reasonable cycle of performance appraisal, layering the difficulty of performance appraisal and having clear definition of performance appraisal’s points. The conclusion is aimed at improving the generalization of enterprise brand and strength, accelerating popularization in public and making people in educational need receive training.
Key words: performance appraisal promoter Education First
目录
第1章 绪论 1
1.1 问题的提出 1
1.2 研究目的和意义 2
1.3 研究思路与方法 3
第2章 相关理论概述 4
2.1 绩效考核概述 4
2.1.1 绩效考核概念 4
2.1.2 绩效考核作用 4
2.1.3 绩效考核原则 5
2.1.4 绩效考核步骤 6
2.2 激励理论 7
2.2.1 期望理论 7
2.2.2 ERG理论 7
2.2.3 目标管理理论 8
2.2.4 双因素理论 8
第3章 英孚教育集团推广员绩效考核现状分析 9
3.1 英孚教育集团简介 9
3.2 英孚教育集团推广员绩效考核方案分析 9
3.2.1 绩效考核对象分析 9
3.2.2 绩效考核方案——推广员绩效考核表 11
3.2.3 绩效考核方案的SWOT分析 14
3.3 英孚教育集团推广员绩效考核存在的问题 15
第4章 英孚教育集团推广员绩效考核改进对策 18
4.1 完整理解绩效考核内容 18
4.2 科学设计绩效考核指标 18
4.3 合理确定绩效考核周期 18
4.4 分层设定绩效考核维度 19
4.5 清晰界定绩效考核重点 19
第5章 结论 21
参考文献 22
致 谢 23
附录 24
Research on the promoter’s performance appraisal of EF
18500字
摘 要
本文主要根据人们对知识和能力提升的重视程度持续走高的现状，着眼于当今人们教育培训需求与激烈市场竞争并存的情况，以作为品牌教育培训机构的英孚教育集团为例，对其推广员的绩效考核进行研究。研究从教育培训机构推广员绩效考核现状出发，采用实地调研、问卷调查方法，对案例进行深入研究并反馈。从社会研究的角度考察了推广员的基本情况，了解绩效考核方案，对方案进行优势、劣势、机会、威胁分析，找准定位与基本思考方向，根据绩效考核相关概念及激励理论，对现状及存在的问题进行分析。
论文从多角度、多层次思考论证方案，如指标设计、考核周期、考核维度、考核重点等，清晰划分各种因素的影响及分布情况，为企业对推广员能实施有用合理的绩效考核而提出相应改进对策，完整理解绩效考核内容、科学设计绩效考核指标、合理确定绩效考核周期、分层设定绩效考核难度、清晰界定绩效考核重点。结果旨在提高企业品牌及实力推广力度，更好地将企业培训内容与人们的培训需求建立联系，为公众熟知，并让公众根据需要接受相关教育培训。
关键词：绩效考核 推广员 英孚教育
Abstract
The paper is mainly about the promoter’s performance appraisal of EF. According to the sustaining attention paid to improving abilities and enhancing knowledge and condition on fierce market competition accompanied by people’s needs of education and training, the research focuses on the promoter’s performance appraisal and it takes EF for an example. This research takes practical investigation, questionnaire survey and in-depth case analysis with feedback. To this issue, the paper presents the new condition and premier causes. Hence, it finds the fundamental data about promoters from various angles, understands the case of performance appraisal, and analyzes the strength, weakness, opportunity and threat of the case. The study mainly analyzes current condition and problems in line with related concepts about performance eva luation and motivation theory to identify the location and the basic direction of thinking.
In addition, the paper demonstrates and thinks the case from the multi angles and multi levels, such as the index design of eva luation, performance-appraisal cycle, assessment latitude, key points of examination and so on. It divides effects of various factors and distribution clearly. Therefore, this article puts forward some revised measures for the company to implement reasonable and useful performance appraisal, such as the understanding of performance appraisal’s content in its entirety, the scientific design of the performance appraisal’s index, setting a reasonable cycle of performance appraisal, layering the difficulty of performance appraisal and having clear definition of performance appraisal’s points. The conclusion is aimed at improving the generalization of enterprise brand and strength, accelerating popularization in public and making people in educational need receive training.
Key words: performance appraisal promoter Education First
目录
第1章 绪论 1
1.1 问题的提出 1
1.2 研究目的和意义 2
1.3 研究思路与方法 3
第2章 相关理论概述 4
2.1 绩效考核概述 4
2.1.1 绩效考核概念 4
2.1.2 绩效考核作用 4
2.1.3 绩效考核原则 5
2.1.4 绩效考核步骤 6
2.2 激励理论 7
2.2.1 期望理论 7
2.2.2 ERG理论 7
2.2.3 目标管理理论 8
2.2.4 双因素理论 8
第3章 英孚教育集团推广员绩效考核现状分析 9
3.1 英孚教育集团简介 9
3.2 英孚教育集团推广员绩效考核方案分析 9
3.2.1 绩效考核对象分析 9
3.2.2 绩效考核方案——推广员绩效考核表 11
3.2.3 绩效考核方案的SWOT分析 14
3.3 英孚教育集团推广员绩效考核存在的问题 15
第4章 英孚教育集团推广员绩效考核改进对策 18
4.1 完整理解绩效考核内容 18
4.2 科学设计绩效考核指标 18
4.3 合理确定绩效考核周期 18
4.4 分层设定绩效考核维度 19
4.5 清晰界定绩效考核重点 19
第5章 结论 21
参考文献 22
致 谢 23
附录 24
