Q燃气公司营业部员工绩效考核体系研究
发布时间：2018-07-15 12:54
【摘要】：处于下游消费市场中的城市燃气供应企业,由于特许经营权的存在,在特定的某一区域内处于垄断地位,在这种情况下,燃气企业容易丧失发展活力,在加上企业发展受到区域经济的影响,企业非常容易陷入发展桎梏。经过多次分析,产生的原因之一是由于以营业部为主的一线员工在工作中缺少热情和主动性,在管理过程中缺乏一套行之有效的绩效考核体系。绩效考核是人力资源管理的一项重要工作,关系到企业的核心竞争力和可持续发展,科学的绩效考核体系能够盘活一线员工的工作积极性,提高员工的工作效率,促进企业创新。对此,本人拟对Q燃气公司营业部员工现行的绩效考核办法进行分析,查找不足,重新制定一套科学的绩效考核体系。力求通过绩效考核体系的建立能够解决目前营业部绩效考核存在的一系列问题,并以营业部为原点,为其他岗位的绩效管理提供借鉴。本文首先梳理了国内外绩效考核相关的文献,为后面分析和解决问题提供理论依据和支撑。其次通过调查问卷和人员访谈,在对Q燃气公司营业部员工现有的绩效考核办法进行深入调查的基础上,指出存在的问题和不足,并对问题进行了详细的分析。接着本文应用平衡计分卡的基本原理,运用关键绩效指标法和个人业绩承诺等绩效考核相关理论,结合Q燃气公司实际情况,对营业部员工绩效考核体系进行了重新设计。最后本文提出了有效实施Q燃气公司营业部员工绩效考核体系所需的保障措施,制定绩效考核管理制度。Q燃气公司营业部员工绩效考核体系的重新设计,能够有效提高营业部工作水平,改变部门考核薄弱状态,加强营业队伍约束管理,提升人力资源管理水平,同时它能够为其他一线工种甚至是技术岗位、管理岗位未来的绩效管理提供参考,对企业健康、协调、高质高效发展和业绩提高等方面都具有一定的指导意义和现实意义。
[Abstract]:Urban gas supply enterprises in the downstream consumer market are in a monopoly position in a particular region because of the existence of franchise. In this case, gas enterprises are liable to lose their development vitality. In addition, the development of enterprises by the impact of regional economy, enterprises are very easy to fall into the shackles of development. After repeated analysis, one of the reasons is the lack of enthusiasm and initiative in the work of the front-line staff, and the lack of an effective performance appraisal system in the process of management. Performance appraisal is an important work of human resource management, which is related to the core competitiveness and sustainable development of enterprises. A scientific performance appraisal system can stimulate the enthusiasm of front-line employees and improve their working efficiency. Promote enterprise innovation. In view of this, I intend to analyze the present performance appraisal method of Q gas company's sales staff, find out the insufficiency, and reformulate a set of scientific performance appraisal system. Through the establishment of performance appraisal system, we can solve a series of problems existing in the performance appraisal of business department, and take the business department as the origin to provide reference for the performance management of other posts. This paper first combs the domestic and foreign performance appraisal related literature, provides the theoretical basis and the support for the later analysis and the solution question. Secondly, through the questionnaire and personnel interviews, on the basis of the in-depth investigation of the existing performance appraisal methods of Q Gas Company, this paper points out the existing problems and shortcomings, and makes a detailed analysis of the problems. Then this paper applies the basic principle of balanced Scorecard, using the key performance indicators method and personal performance commitment and other performance appraisal theory, combined with the actual situation of Q Gas Company, the performance appraisal system of sales staff has been redesigned. Finally, this paper put forward the effective implementation of Q gas company staff performance appraisal system needed to ensure the performance evaluation system. Q gas company sales department staff performance evaluation system redesign. It can effectively improve the working level of the business department, change the weak state of the examination of the department, strengthen the management of the business team, improve the level of human resources management, and at the same time, it can provide other front-line jobs and even technical posts. The future performance management of management posts has some guiding and practical significance for the health, coordination, high quality and efficient development and performance improvement of enterprises.
【学位授予单位】：哈尔滨理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.22
本文编号：2124142
[Abstract]:Urban gas supply enterprises in the downstream consumer market are in a monopoly position in a particular region because of the existence of franchise. In this case, gas enterprises are liable to lose their development vitality. In addition, the development of enterprises by the impact of regional economy, enterprises are very easy to fall into the shackles of development. After repeated analysis, one of the reasons is the lack of enthusiasm and initiative in the work of the front-line staff, and the lack of an effective performance appraisal system in the process of management. Performance appraisal is an important work of human resource management, which is related to the core competitiveness and sustainable development of enterprises. A scientific performance appraisal system can stimulate the enthusiasm of front-line employees and improve their working efficiency. Promote enterprise innovation. In view of this, I intend to analyze the present performance appraisal method of Q gas company's sales staff, find out the insufficiency, and reformulate a set of scientific performance appraisal system. Through the establishment of performance appraisal system, we can solve a series of problems existing in the performance appraisal of business department, and take the business department as the origin to provide reference for the performance management of other posts. This paper first combs the domestic and foreign performance appraisal related literature, provides the theoretical basis and the support for the later analysis and the solution question. Secondly, through the questionnaire and personnel interviews, on the basis of the in-depth investigation of the existing performance appraisal methods of Q Gas Company, this paper points out the existing problems and shortcomings, and makes a detailed analysis of the problems. Then this paper applies the basic principle of balanced Scorecard, using the key performance indicators method and personal performance commitment and other performance appraisal theory, combined with the actual situation of Q Gas Company, the performance appraisal system of sales staff has been redesigned. Finally, this paper put forward the effective implementation of Q gas company staff performance appraisal system needed to ensure the performance evaluation system. Q gas company sales department staff performance evaluation system redesign. It can effectively improve the working level of the business department, change the weak state of the examination of the department, strengthen the management of the business team, improve the level of human resources management, and at the same time, it can provide other front-line jobs and even technical posts. The future performance management of management posts has some guiding and practical significance for the health, coordination, high quality and efficient development and performance improvement of enterprises.
【学位授予单位】：哈尔滨理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.22
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