英孚教育集團(tuán)推廣員績(jī)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(duì)知識(shí)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(chǎng)競(jìng)爭(zhēng)并存的情況，以作為品牌教育培訓(xùn)機(jī)構(gòu)的英孚教育集團(tuán)為例，對(duì)其推廣員的績(jī)效考核進(jìn)行研究。研究從教育培訓(xùn)機(jī)構(gòu)推廣員績(jī)效考核現(xiàn)狀出發(fā)，采用實(shí)地調(diào)研、問(wèn)卷調(diào)查方法，對(duì)案例進(jìn)行深入研究并反饋。從社會(huì)研究的角度考察了推廣員的基本情況，了解績(jī)效考核方案，對(duì)方案進(jìn)行優(yōu)勢(shì)、劣勢(shì)、機(jī)會(huì)、威脅分析，找準(zhǔn)定位與基本思考方向，根據(jù)績(jī)效考核相關(guān)概念及激勵(lì)理論，對(duì)現(xiàn)狀及存在的問(wèn)題進(jìn)行分析。
論文從多角度、多層次思考論證方案，如指標(biāo)設(shè)計(jì)、考核周期、考核維度、考核重點(diǎn)等，清晰劃分各種因素的影響及分布情況，為企業(yè)對(duì)推廣員能實(shí)施有用合理的績(jī)效考核而提出相應(yīng)改進(jìn)對(duì)策，完整理解績(jī)效考核內(nèi)容、科學(xué)設(shè)計(jì)績(jī)效考核指標(biāo)、合理確定績(jī)效考核周期、分層設(shè)定績(jī)效考核難度、清晰界定績(jī)效考核重點(diǎn)。結(jié)果旨在提高企業(yè)品牌及實(shí)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(jī)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(wèn)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(jī)效考核概述 4
2.1.1 績(jī)效考核概念 4
2.1.2 績(jī)效考核作用 4
2.1.3 績(jī)效考核原則 5
2.1.4 績(jī)效考核步驟 6
2.2 激勵(lì)理論 7
2.2.1 期望理論 7
2.2.2 ERG理論 7
2.2.3 目標(biāo)管理理論 8
2.2.4 雙因素理論 8
第3章 英孚教育集團(tuán)推廣員績(jī)效考核現(xiàn)狀分析 9
3.1 英孚教育集團(tuán)簡(jiǎn)介 9
3.2 英孚教育集團(tuán)推廣員績(jī)效考核方案分析 9
3.2.1 績(jī)效考核對(duì)象分析 9
3.2.2 績(jī)效考核方案——推廣員績(jī)效考核表 11
3.2.3 績(jī)效考核方案的SWOT分析 14
3.3 英孚教育集團(tuán)推廣員績(jī)效考核存在的問(wèn)題 15
第4章 英孚教育集團(tuán)推廣員績(jī)效考核改進(jìn)對(duì)策 18
4.1 完整理解績(jī)效考核內(nèi)容 18
4.2 科學(xué)設(shè)計(jì)績(jī)效考核指標(biāo) 18
4.3 合理確定績(jī)效考核周期 18
4.4 分層設(shè)定績(jī)效考核維度 19
4.5 清晰界定績(jī)效考核重點(diǎn) 19
第5章 結(jié)論 21
參考文獻(xiàn) 22
致 謝 23
附錄 24