GZ公司设备维护人员绩效考核方案设计

发布时间：2018-01-26 03:13

本文关键词： 绩效管理绩效考核考核方案　出处：《浙江理工大学》2014年硕士论文　论文类型：学位论文

【摘要】：在人力资本价值日渐凸显的时代背景下，绩效管理在人力资源管理中的作用十分明显。绩效考核是绩效管理中一个重要环节。很大程度上决定着绩效管理的质量。但是目前很多企业在绩效考核方案的设计上还存在着诸多问题。其中最显著的问题包括绩效考核指标选择不科学、考核标准制定不合理、考核过程中缺乏必要的反馈和沟通以及考核结果运用不充分等等。这些问题的存在不仅仅会影响绩效考核的有效性，也会降低员工对绩效考核的认同度和满意度，发挥不出绩效考核应有的约束和激励效果。本文以供应链企业GZ公司为例，结合其公司的设备维护部门，通过分析该部门绩效考核的现状，并通过管理者访谈和员工调查问卷结合的方式分析了绩效考核中存在的问题。在此基础上，，本文从绩效考核方案设计的关键要素入手，从绩效考核的目的、内容、方法、标准、组织与实施以及绩效结果的应用这几方面对GZ公司设备维护部门的绩效方案进行了优化设计，针对设备维修岗位工作的内容从业绩、能力和态度三个维度选取绩效考核指标，并通过可行性分析和效果分析证明了新的绩效考核方案与旧方案相比的优势。在最后提出了在完善绩效管理制度中的保障措施，以期对GZ公司以及类似企业绩效考核管理水平的提升提供理论参考，优化方案通过试验实施得到了公司人事经理、设备部门经理的肯定。并且，优化方案实施后，该公司设备部门维修人员的工作满意度和对绩效考核的认同度有了明显的提升。
[Abstract]:Under the background of the increasingly prominent value of human capital. The function of performance management in human resources management is very obvious. Performance appraisal is an important link in performance management. To a great extent, it determines the quality of performance management. But at present, many enterprises have set up performance appraisal schemes. There are still many problems, including the unscientific selection of performance appraisal indicators. The evaluation standard is not reasonable, the necessary feedback and communication in the assessment process, and the inadequate use of the assessment results, and so on. These problems will not only affect the effectiveness of performance appraisal. It can also reduce the employee's approval and satisfaction of performance appraisal, and can not exert the constraint and incentive effect of performance appraisal. In this paper, the supply chain company GZ as an example, combined with its equipment maintenance department, through the analysis of the current situation of performance appraisal. Based on the analysis of the problems in performance appraisal, this paper starts with the key elements of the design of performance appraisal scheme and aims at performance appraisal. Content, methods, standards, organization and implementation and performance results of the application of these aspects of the GZ company equipment maintenance department performance program optimization design, according to the equipment maintenance job content from the performance. Ability and attitude of the three dimensions of performance evaluation indicators. And through the feasibility analysis and effect analysis to prove the advantages of the new performance appraisal scheme compared with the old scheme. Finally, put forward in the improvement of the performance management system in the safeguard measures. With a view to GZ company and similar enterprises to improve the level of performance appraisal management to provide theoretical reference, optimization program through the experimental implementation of the company's personnel managers, equipment department managers confirmed. And. After the implementation of the optimization scheme, the maintenance staff's job satisfaction and recognition of performance appraisal have been significantly improved.
【学位授予单位】：浙江理工大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92

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