基于平衡计分卡的中车太原机车车辆有限公司绩效评价体系设计

发布时间：2018-03-24 23:36

本文选题：太原机车车辆有限公司　切入点：绩效管理　出处：《太原理工大学》2017年硕士论文

【摘要】：随着经济市场的发展与外扩,为了自身的生存,越来越多的企业不得不参与参与到严峻的竞争中来,激烈的竞争缩小了企业的活动空间。企业为了自身的发展,为了实现自己的战略目标,不断地改革创新,试图在实际行动中实现战略计划,并且取得实际的成果。但是究竟该如何实现,这是目前很多企业最为关心,也最应该首先解决的问题。为了解决这一系列的问题,战略绩效管理系统应运而生。战略绩效管理是指以企业战略部署为基础,战略目标为导向进行的一项有关企业绩效管理的系统。构建企业战略绩效管理系统迫在眉睫,因为它不仅是战略新人力资源管理系统的重要组成部分,而且是实现企业的战略目标的重要依据。本文主要就中车太原机车有限公司近年来所建立并且投入使用的绩效考核制度进行研究分析。发现该公司所施行的绩效考核制度虽然一定程度上取得了很显著的效果,但是由于企业并没有依据企业的发展战略来制定这一管理体系,所以在施行的过程中依旧出现了一些问题。表现如下:第一,绩效管理体系的不完善以及没有明确而全面的指出绩效评价的对象,就导致绩效评价的覆盖面没有特别的广,实施的也不是很彻底;第二对于分公司的考核指标也存有不完善的地方,尤其是在财务管理这一块;第三,整体考核的指标不是特别的完善,考核没有与公司战略目标的实现产生很密切的关联;第四,绩效考核得不到积极的回馈;第五,考核方式单一,仅考核了员工的工作性质,没有涉及其他考核方式。针对上述问题,因此本文基于平衡计分卡,设计一套中车太原机车车辆有限公司有效的绩效评价体系。从公司绩效考核体系构建的基本原则和目标出发,提出了明确公司战略,搞清评价对象,然后建立公司部门及员工的绩效考核体系,从职能部门指标来源、职能部门指标体系构建方面搭建。最后设计出员工绩效指标体系。为了考核本文基于平衡记分卡搭建的绩效考核体系,提出了绩效考核体系运行的配套条件,并对绩效考核结果的反馈进行分析,就如何应用绩效考核结果提出了相应的方法。该体系的创建以企业长远发展为依据,战略目标为导向。基于本文设计的绩效管理体系的实用性以及前沿性,该系统都会以其优势独特拥有广阔的应用前景。
[Abstract]:With the development and expansion of the economic market, in order to survive, more and more enterprises have to participate in the severe competition. In order to achieve their own strategic objectives, constantly reform and innovation, try to achieve strategic plans in practical actions, and achieve practical results. In order to solve this series of problems, the strategic performance management system emerges as the times require. It is urgent to construct a strategic performance management system for enterprises, because it is not only an important part of the new strategic human resources management system, but also an important part of the new strategic human resources management system. This paper mainly studies and analyzes the performance appraisal system that has been established and put into use in Taiyuan Locomotive Co., Ltd in recent years, and finds out the performance of the company. Although the examination system has achieved remarkable results to some extent, However, since the enterprise has not formulated this management system according to the development strategy of the enterprise, there are still some problems in the process of implementation. The imperfection of the performance management system and the lack of clear and comprehensive pointing out the object of performance evaluation lead to the coverage of performance evaluation is not particularly wide and the implementation is not very thorough; Second, there are some imperfections in the assessment index of the branch company, especially in the financial management, third, the index of the whole appraisal is not particularly perfect, and the appraisal has no close relation with the realization of the company's strategic goal. Fourth, performance appraisal can not get positive feedback; fifth, the assessment method is single, only the nature of the assessment staff, not involving other assessment methods. For the above problems, so this paper based on balanced scorecard, This paper designs a set of effective performance evaluation system of Taiyuan Locomotive and Rolling Stock Co., Ltd. Starting from the basic principles and objectives of the construction of the performance appraisal system of the company, it puts forward a clear company strategy and clear evaluation object. Then set up the performance appraisal system of the company department and the staff, from the function department index source, Finally, the performance index system is designed. In order to evaluate the performance appraisal system based on the balanced scorecard, the matching conditions of the performance appraisal system are put forward. The feedback of the performance appraisal results is analyzed, and the corresponding methods are put forward on how to apply the performance appraisal results. The establishment of the system is based on the long-term development of the enterprise. Based on the practicability and vanguard of the performance management system designed in this paper, the system will have a broad application prospect because of its unique advantages.
【学位授予单位】：太原理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.472

【相似文献】