私人订制你的未来职场 世界名企，高端行业岗位等 在新的起点上实现更高水平的发展
Performance and efficiency management of enterprises in the era of big data
2019-09-07 来源: 51Due教员组 类别: 更多范文
下面为大家整理一篇优秀的assignment阿根廷国家队官方赞助商范文- Performance and efficiency management of enterprises in the era of big data，供大家参考学习，这篇论文讨论了大数据时代企业的绩效管理。大数据发展时代为社会各项事业的蓬勃发展带来了技术方面的有效支持。在企业发展管理的过程中，想要提高企业经营产生的经济效益就要重视在企业人力资源绩效管理中充分的应用大数据信息技术，还有对企业人力资源绩效管理的模式进行创新发展，加大对管理模式的应用力度，同时在企业管理方面应该加强对内部管理数据商业性的应用和信息的挖掘。
Enterprise performance assessment is an essential part of enterprise development and modern management. It is an assessment of the completion of enterprise employees' work, and an objective score is given according to the completion quality. Meanwhile, enterprise performance assessment is also an important basis for employees' salary distribution. In the era of knowledge economy, talents, as the key for enterprises to participate in market competition, occupy an irreplaceable position in the whole management structure. In recent years, with the development of the enterprise, it has established a huge information database in the practice of performance management and put forward higher processing requirements. The arrival of the era of big data has created better opportunities for it.
In the era of big data, with the development of information technology, data has been further applied in enterprise management, and the economic benefits generated by data have been increasing. The era of big data has brought effective technical support for the vigorous development of various social undertakings. Visible in the process of enterprise development management, to further improve the economic benefit of enterprise management in the enterprise human resources performance management is very important for sufficiently large data of the application of information technology, and human resources of the enterprise performance management model for innovation and development, strengthen the application of the management pattern, at the same time should strengthen the internal management in the enterprise management data of commercial application and information mining, enterprise development in the era of big data management should constantly cultivate information management talents, make big data era, huge data information provide effective data support for enterprise development.
At present, the performance appraisal of all departments in Chinese enterprises mainly relies on the human resource management system to import and export the data of the management departments, and use office software such as database to process, so as to get the final performance appraisal results. It can be seen that this kind of performance evaluation method is largely restricted by the personal ideas of superiors, which leads to the performance evaluation results are not strong, with a lot of subjectivity and one-sidedness. This is because some management leaders are highly susceptible to the impact of their employees' recent work performance when conducting performance evaluations. One of the biggest features of big data is that it contains rich information and data, which provides a true and reliable basis for the performance evaluation of leaders of various departments of enterprises, which greatly increases the scientificity and authenticity of performance evaluation.
In the traditional information processing of enterprises, one-way operation of a certain position often occurs, and the promotion of employees will be restricted by the mechanism or related management, which greatly restricts the introduction of talents, leading to the lack of data compound talents in enterprises. In addition, the performance assessment of most enterprises is concentrated at the end of the month or the end of the year, which makes the assessment and evaluation of employees by the leaders of relevant departments can only be based on some recent performance. Under such traditional assessment system, it is extremely easy for enterprises to ignore employees' attitude towards work and pay attention to their work performance. In the era of big data, the performance assessment of enterprises will avoid this problem. The data provided by big data makes the assessment of employees more fair and beneficial to the development of enterprises.
The development of the era of big data not only enrich the people the use of tools, also appeared a number of emerging industries, such as data analyst, its main job is based on the characteristics of their own enterprises, and data digging from the perspective of more professional, and make full use of these data for enterprise services, thus make the enterprise to create greater economic benefits. Therefore, faced with numerous data, enterprises no longer need to hire professionals, but only need to collect and organize information, which not only reduces the workload and reduces repetitive work to a certain extent. In addition, under the background of big data, human resource management has diversified its assessment, which is no longer limited to one aspect of work remuneration, but makes it develop towards the direction of selecting talents for the company.
Human resource performance management data mainly includes three aspects: the objective data of recording basis, the dynamic data of change, and the recording analysis of data results. Generally speaking, basic data about enterprise personnel are easy to collect. When ordinary personnel enter the company, they will be accompanied by these information, and the database will adjust these information appropriately. The analysis of these basic information is also relatively simple. The company just needs to record this information when the employee comes in, and there will be no problem in the analysis. Such data is updated monthly. Dynamic data of enterprise human resource change, including enterprise recruitment completion rate, human resource change rate, recruitment cycle, employee turnover rate, etc., as well as employee turnover of each branch. If in a short time, the enterprise completed most of the recruitment, then the competitiveness of the enterprise is relatively strong, the number of applicants is large. If the enterprise fails to recruit the required personnel within a long period of time, then the enterprise itself needs to reflect, and the human resources department needs to conduct systematic analysis to find the key to the problem. Human resource quality data analysis, the analysis of such data needs some artistry, need to find the underlying relationship between the data.
Human resource performance appraisal by every employee has a close relationship with the immediate interests, will be fully applied to the technology of data can effectively improve assessment of the work of scientific rationality, we can make full use of the data information of each employee, makes a detailed analysis on the specific make every employee fully enjoy fair treatment, so as to better ensure the quality of human resources performance management work.
In the era of big data, innovation has entered an unprecedented outbreak period and dominated the trend of social development, which is the necessary foundation for modern enterprises to achieve the strategic goal of sustainable development. As mentioned above, in the era of big data, enterprise performance management has undergone great changes. Human resource management has gradually broken away from the traditional management mode and gradually turned into commercialization and intelligence, which is reflected in both ideology and working mode. To this end, enterprises should seize the opportunity, based on the development of The Times, pay attention to the trends in the field of science and technology, and actively introduce modern management system, so as not to be abandoned by the market. To be specific, enterprises should accelerate the pace of informatization construction, gradually increase the investment in this aspect in combination with their own development situation, and keep up with the first-line enterprises in the industry. For example, the establishment of a diversified personnel data warehouse, intelligent screening and editing, convenient for decision makers to access and use. This can simplify and shorten the process and time of data analysis and improve the efficiency of performance management. In collecting personnel, on the basis of information data, using analysis method of "big data", can be more accurate analysis of the specific to the staff, effectively for the enterprise performance management to provide a more strategic analysis results of anticipation ability, provide more accurate and targeted support for policy makers, and greatly improve the effect of the performance management. In recent years, under the fierce market competition, the surviving enterprises have been expanding in scale and accumulated quite a few excellent human resources. In addition, the performance management system has been increasingly improved and optimized, resulting in continuous expansion of data information and higher and higher requirements for data processing. In view of the existing processing equipment and facilities of most enterprises, it is difficult to meet the above requirements. Therefore, attention should be paid to scientific and technological innovation. Through cooperation with software development related enterprises, a performance management system more in line with their own needs can be customized.
In the enterprise human resources management for compensation management can further show enterprise, attention to talents in the enterprise human resources performance management by making scientific and reasonable salary incentive system is one kind of affirmation on the quality of the staff work, through the effective compensation incentive system, in the work, which can improve the staff a sense of achievement, at the same time to improve enterprise management benefit and inspire staff enthusiasm in the work can produce very big effect. In the performance management of enterprise human resources, the compensation incentive plan can produce good management effect. Therefore, it is necessary to further strengthen the diversity of the compensation incentive plan when making the compensation incentive plan, and at the same time, the compensation incentive system must be established on the basis of objective performance data.
In short, the enterprise performance management is particularly important to the change of the era of large data and necessary, is the important project to the path of sustainable development, as a systematic work, all content is complex, need from the management structure, constantly introducing innovative elements, improve the system of form a complete set of scheme, relevant research on a long way to go. The author hopes that the academic community will continue to pay attention to this topic and put forward more effective measures for innovation and reform of enterprise performance management in the era of big data based on the actual situation.