英孚教育集團推廣員績效考核研究
Research on the promoter’s performance appraisal of EF

18500字

摘 要

本文主要根據(jù)人們對知識和能力提升的重視程度持續(xù)走高的現(xiàn)狀，著眼于當(dāng)今人們教育培訓(xùn)需求與激烈市場競爭并存的情況，以作為品牌教育培訓(xùn)機構(gòu)的英孚教育集團為例，對其推廣員的績效考核進行研究。研究從教育培訓(xùn)機構(gòu)推廣員績效考核現(xiàn)狀出發(fā)，采用實地調(diào)研、問卷調(diào)查方法，對案例進行深入研究并反饋。從社會研究的角度考察了推廣員的基本情況，了解績效考核方案，對方案進行優(yōu)勢、劣勢、機會、威脅分析，找準定位與基本思考方向，根據(jù)績效考核相關(guān)概念及激勵理論，對現(xiàn)狀及存在的問題進行分析。
論文從多角度、多層次思考論證方案，如指標設(shè)計、考核周期、考核維度、考核重點等，清晰劃分各種因素的影響及分布情況，為企業(yè)對推廣員能實施有用合理的績效考核而提出相應(yīng)改進對策，完整理解績效考核內(nèi)容、科學(xué)設(shè)計績效考核指標、合理確定績效考核周期、分層設(shè)定績效考核難度、清晰界定績效考核重點。結(jié)果旨在提高企業(yè)品牌及實力推廣力度，更好地將企業(yè)培訓(xùn)內(nèi)容與人們的培訓(xùn)需求建立聯(lián)系，為公眾熟知，并讓公眾根據(jù)需要接受相關(guān)教育培訓(xùn)。
關(guān)鍵詞：績效考核 推廣員 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

目錄
第1章 緒論 1
1.1 問題的提出 1
1.2 研究目的和意義 2
1.3 研究思路與方法 3
第2章 相關(guān)理論概述 4
2.1 績效考核概述 4
2.1.1 績效考核概念 4
2.1.2 績效考核作用 4
2.1.3 績效考核原則 5
2.1.4 績效考核步驟 6
2.2 激勵理論 7
2.2.1 期望理論 7
2.2.2 ERG理論 7
2.2.3 目標管理理論 8
2.2.4 雙因素理論 8
第3章 英孚教育集團推廣員績效考核現(xiàn)狀分析 9
3.1 英孚教育集團簡介 9
3.2 英孚教育集團推廣員績效考核方案分析 9
3.2.1 績效考核對象分析 9
3.2.2 績效考核方案——推廣員績效考核表 11
3.2.3 績效考核方案的SWOT分析 14
3.3 英孚教育集團推廣員績效考核存在的問題 15
第4章 英孚教育集團推廣員績效考核改進對策 18
4.1 完整理解績效考核內(nèi)容 18
4.2 科學(xué)設(shè)計績效考核指標 18
4.3 合理確定績效考核周期 18
4.4 分層設(shè)定績效考核維度 19
4.5 清晰界定績效考核重點 19
第5章 結(jié)論 21
參考文獻 22
致 謝 23
附錄 24