海南电网公司培训中心员工绩效管理问题研究

发布时间：2018-02-28 23:21

本文关键词： 培训中心员工绩效考核指标体系　出处：《湖北工业大学》2017年硕士论文　论文类型：学位论文

【摘要】：在不断变化的全球化时代,企业特别是国企,面临着新的发展机遇和挑战,企业之间的竞争实质已转移为知识与技能的竞争。员工掌握着企业的核心竞争力,因此企业对员工管理是否得当,对吸引和留住员工发挥着关键性作用。绩效考核是企业人力资源管理的一项核心职能,建立科学合理的员工绩效考核体系对激发员工的责任心和创新精神、增强企业核心竞争力,实现企业的战略目标有深远意义。本文以电网培训中心的员工为研究对象,在参阅大量国内外文献的基础上,结合理论研究和相关企业的绩效管理体系建设实践,对培训中心现有员工绩效管理体系进行了深入研究分析,提出以工作目标及任务完成为中心重新设计绩效管理体系,系统介绍了设计内容、方法及措施,并对培训中心新的员工绩效管理体系提出了保障措施,以确实发挥绩效管理的导向和激励作用,促进培训中心工作任务的顺利完成。首先,介绍研究的背景、意义和相关理论基础。阐述绩效管理体系的研究背景和意义,通过参阅国内外对绩效管理和对体系的研究现状,确定了研究内容,对绩效管理工具的介绍,为本文的研究夯实了理论基础。其次,对现状的分析和找出存在问题。介绍了培训中心的基本概括,分析了员工绩效管理体系的工作流程,找出突出的矛盾,并对此进行研究,为设计培训中心新的员工绩效管理体系提供参考。再次,员工绩效管理体系的改进设计。依据分析得出的结果,对培训中心员工绩效管理体系进行设计,重点从制定绩效指标、实施流程、结果应用等方面进行了详尽的阐述,旨在于用结果导向思维去引发员工挖掘潜力,使考核规则更加量化,确实发挥绩效指挥棒的重要作用。最后,制定保障措施。为保证培训中心员工绩效管理实施的顺利开展,培训中心提出文化引领,制度护航的措施,确保员工绩效管理能够有序开展充分发挥作用。
[Abstract]:In the changing era of globalization, enterprises, especially state-owned enterprises, are faced with new development opportunities and challenges. The competition among enterprises has been transferred into the competition of knowledge and skills. Therefore, whether the management of employees is appropriate or not plays a key role in attracting and retaining employees. Performance appraisal is a core function of human resources management. It is of great significance to establish a scientific and reasonable employee performance appraisal system to stimulate the staff's sense of responsibility and innovation, to enhance the core competitiveness of the enterprise and to realize the strategic goal of the enterprise. On the basis of consulting a large number of domestic and foreign literatures, combining with the theoretical research and the construction practice of the performance management system of related enterprises, this paper makes a deep research and analysis on the existing employee performance management system in the training center. This paper puts forward to redesign the performance management system centered on the work goal and task completion, introduces the design content, methods and measures, and puts forward the safeguard measures for the new employee performance management system in the training center. In order to give full play to the guiding and motivating role of performance management, and promote the successful completion of the task of training center. First, introduce the background, significance and relevant theoretical basis of the research, explain the research background and significance of the performance management system. By referring to the current situation of research on performance management and system at home and abroad, this paper determines the content of the research, introduces the performance management tools, and lays a solid theoretical foundation for the research of this paper. Secondly, This paper introduces the basic summary of the training center, analyzes the work flow of the staff performance management system, finds out the outstanding contradictions, and studies this problem. Third, improve the design of employee performance management system. According to the results of the analysis, design the staff performance management system of training center, focus on the development of performance indicators, The implementation process and the application of results are elaborated in detail. The purpose of this paper is to use result-oriented thinking to induce employees to tap their potential, to make the evaluation rules more quantitative, and to really play an important role in the performance baton. To ensure the smooth implementation of employee performance management in the training center, the training center puts forward the measures of cultural guidance and system escort to ensure that the employee performance management can be carried out in an orderly manner and play a full role.
【学位授予单位】：湖北工业大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F426.61;F272

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