S核电设备制造公司CAP1400项目的绩效考核研究

发布时间：2018-03-06 02:16

本文选题：CAP1400项目　切入点：绩效考核现状　出处：《哈尔滨工业大学》2017年硕士论文　论文类型：学位论文

【摘要】：纵观国内外,对于绩效考核的研究很多,宏观的理论研究有类似之处,但各企业对于绩效考核方式的选择以及执行效果各不相同,也没有统一的标准,需要因地制宜。特别是核电领域由于其高技术要求、特殊的安全要求、涉足的企业、人员少,保密要求高,行业外参与度低等因素,相关研究相比更少,而S核电设备公司CAP1400项目的模块化产品制造拼装是一个全新的模式,作为全球首家公司,全球首个示范工程项目,颠覆了以往所有的核电项目同类施工模式,绩效考核研究有其现实意义。S核电设备公司在经过了几年的AP1000依托项目,老的绩效考核方式依然沿用在CAP1400项目上,已经不能适应公司发展要求,带来很多弊端,本文分析其绩效考核现状和存在的问题,提出更好的思路和建议。在学习和查阅国内外关于绩效考核的理论及考核方法的基础上,分析了目前S核电设备制造公司CAP1400项目绩效考核的现状。之后,采用问卷调查和调研访谈并分析,找出CAP1400项目绩效考核当前存在的问题。根据问题分析后的关键影响因素,基于S核电设备制造公司CAP1400项目特性和模块化施工的特殊组织模式,研究了如何在考核指标、人员岗位评估、考核标准、考核方式等方面建立更为优化的绩效考核调整策略。最后,运用了再次调查问卷方式对调整策略方案进行调查问卷、访谈以及相关专家打分评价,完成效果评价,同时针对制定的调整策略提出保障措施和提升绩效管理的一些建议,包括制度落实、目标计划会审、项目领导层的高度重视、宣贯培训、正向激励、面谈、核电项目特色的企业文化等。本文研究成果让该项目绩效考核得到改善,达到CAP1400项目的目标,提升项目管理水平,提高员工素质、增强员工主动性、留住员工的心,实现“共赢”。进而为该项目成为S核电设备制造公司后续项目管理提升的典范,并为同类企业项目建立科学、有效的绩效考核体系,促进企业健康发展提供了参考依据。
[Abstract]:At home and abroad, there are a lot of research on performance appraisal, macro theoretical research has similarities, but the performance evaluation methods and performance of different enterprises are different, and there is no uniform standard. Especially in the nuclear power field, because of its high technology requirements, special safety requirements, small number of personnel, high confidentiality requirements, low participation outside the industry and other factors, the relevant research is even less. As the first company in the world, the first demonstration project in the world, the modular product assembly of the CAP1400 project of S Nuclear Power equipment Company has overturned the similar construction mode of all nuclear power projects in the past. The research of performance appraisal has its practical significance. After several years of AP1000 project, the old performance appraisal method is still used in CAP1400 project, which can not meet the requirements of the development of the company, and brings a lot of drawbacks. This paper analyzes the present situation and existing problems of performance appraisal, and puts forward better ideas and suggestions. On the basis of studying and consulting the theories and methods of performance appraisal at home and abroad, This paper analyzes the present situation of CAP1400 project performance appraisal in S nuclear power equipment manufacturing company. After that, the problems existing in CAP1400 project performance appraisal are found out by questionnaire survey and investigation and interview, and the key influencing factors are analyzed. Based on the characteristics of CAP1400 project in S nuclear power equipment manufacturing company and the special organization mode of modular construction, this paper studies how to evaluate the index, the personnel post evaluation, and the assessment standard. Finally, we use the method of questionnaire to investigate the adjustment strategy, interview and evaluate the relevant experts to complete the effect evaluation, and establish a more optimized performance evaluation strategy in the aspects of assessment methods, etc. Finally, we use the method of re-survey questionnaire to investigate the adjustment strategy scheme, interview and the relevant experts to evaluate the effect. At the same time, some suggestions are put forward to improve performance management and safeguard measures against the adjustment strategy, including system implementation, target plan review, project leadership attention, promotion training, positive incentives, interviews, The research results of this paper improve the performance evaluation of the CAP1400 project, improve the project management level, improve the quality of the staff, enhance the initiative of the staff, and keep the employee's heart. The project will become a model for S nuclear power equipment manufacturing company to improve the management of subsequent projects, and provide a reference basis for the establishment of a scientific and effective performance appraisal system for similar enterprises and the promotion of the healthy development of enterprises.
【学位授予单位】：哈尔滨工业大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.23;F426.61

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