四川JS公司绩效考评体系优化研究

发布时间：2018-03-14 16:42

本文选题：绩效考评　切入点：优化设计　出处：《电子科技大学》2014年硕士论文　论文类型：学位论文

【摘要】：高效的绩效考评体系不仅可以帮助企业完成既定的发展目标,提高组织执行力,而且为组织和员工成长指明方向。研究表明,企业只有建立企业自身发展状况的绩效考评体系,才能切实提高员工执行力,不断激励员工的工作积极性,激发员工在具体工作过程中的创造力,在面对复杂市场竞争局面的情况下,科学有效的绩效考评体系将增加组织内聚力,增强企业市场竞争力。经过多年的发展,四川JS公司市场竞争力逐步增强,市场占有率显著上升,但是由于公司所处行业为建筑业,属于典型的劳动密集型行业,公司所面临的市场压力逐步加大,一方面逐步上升的劳动力成本不断挤压原有的经营利润;另一方面公司不得不面对外来竞争者的在技术优势压力,面对这种情况,如何对公司各部门进行科学考评,建立绩效导向的工作方式,将绩效考评的理念引入员工日常工作,充分调动员工的工作积极性和创造力,对公司的发展至关重要。本文在介绍绩效考评相关理论的基础上,深入分析了四川JS公司的绩效考评现状及存在的问题,然后基于目前考评方案中存在的问题对JS四川公司的绩效考评方案进行优化,旨在建构一个基于行业特质、契合公司发展战略和平衡计分卡的多重绩效考评模式。在优化方案中笔者分别对四川JS公司的员工绩效考评方案与部分考评方案进行优化,同时本文不仅只关注绩效评价指标的建立,还对绩效考评实施流程、绩效考评面谈、绩效考评结果的应用等方面做了全面详细的优化。在具体的优化方案中运用关键绩效指标对员工工作业绩、工作能力、工作态度等方面进行全面考评,同时将考评结果与员工薪酬、职位调整、培训等紧密挂钩,极大的将绩效考评融入到员工的各个工作细节中。运用平衡计分卡对从财务、客户、流程、质量、学习成长等维度设计考评指标对公司各部门绩效进行考评,同时在优化后的绩效考评方案中将部门考评与员工考评两个部分良好的结合起来,形成良好的互动性,有助于两个部分的绩效考评形成良好的互动和互补。此外在优化方案中还运用硬性分布法对员工和部门考核结果进行强制分布,此举不仅有助于在企业内部制造良好的竞争氛围,同时还能极大的调动员工的工作积极性,进而提升员工和组织绩效。最后为了确保优化后的绩效考评方案更加完善,更加具有可操作性,同时为了保证优化后的绩效考评方案的组织设施,在本文的最后部分还从组织保障、人员保障与动员、制度保障等方面全面探讨了绩效考评的保障措施。
[Abstract]:An efficient performance appraisal system can not only help the enterprise to achieve the established development goals and improve the organizational execution ability, but also point out the direction for the growth of the organization and the staff. The research shows that the enterprise only establishes the performance appraisal system of the enterprise's own development situation. In order to improve the executive ability of employees, constantly encourage the enthusiasm of employees, stimulate the creativity of employees in the specific work process, in the face of complex market competition situation, A scientific and effective performance appraisal system will increase organizational cohesion and enhance the market competitiveness of enterprises. After years of development, the market competitiveness of Sichuan JS Company has been gradually strengthened, and its market share has increased significantly. However, because the company is in the construction industry, belongs to the typical labor-intensive industry, the company is faced with increasing market pressure, on the one hand, rising labor costs continue to squeeze the original operating profits; On the other hand, the company has to face the pressure of foreign competitors in technology advantage. In the face of this situation, how to carry out scientific evaluation on various departments of the company, establish a performance-oriented work style, and introduce the concept of performance appraisal into the daily work of employees. It is very important for the development of the company to fully mobilize the enthusiasm and creativity of employees. On the basis of introducing the relevant theories of performance appraisal, this paper deeply analyzes the present situation and existing problems of performance appraisal in Sichuan JS Company. Then, based on the problems existing in the current appraisal scheme, the performance evaluation scheme of JS Sichuan Company is optimized in order to construct an industry based on the characteristics of the industry. According to the development strategy of the company and the multiple performance evaluation model of the balanced scorecard, the author optimizes the employee performance appraisal scheme of Sichuan JS Company and part of the appraisal scheme respectively. At the same time, this paper not only pays attention to the establishment of performance evaluation indicators, but also implements the process of performance evaluation, performance evaluation interviews, The application of performance appraisal results has been optimized in detail. The key performance indicators are used to evaluate the work performance, work ability, work attitude and so on. At the same time, the evaluation results are closely linked to employee compensation, position adjustment, training and so on, greatly integrating the performance evaluation into the various job details of the staff. Use balanced scorecard to evaluate the financial, customer, process, quality, etc. Learning growth and other dimensions design evaluation indicators to evaluate the performance of the company's various departments, at the same time in the optimized performance appraisal program, the department evaluation and employee evaluation of the two parts of a good combination, forming a good interactive, In addition, in the optimization of the program, the mandatory distribution of the results of staff and departments is also used. This will not only help to create a good competitive atmosphere within the enterprise, but also can greatly mobilize the enthusiasm of employees, thereby improving staff and organizational performance. Finally, in order to ensure that the optimized performance appraisal program is more perfect, At the same time, in order to ensure the organizational facilities of the optimized performance appraisal scheme, in the last part of this paper, it also discusses the safeguard measures of the performance appraisal from the aspects of organizational security, personnel security and mobilization, system guarantee and so on.
【学位授予单位】：电子科技大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.92

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