山东JH铸造机械公司绩效考核体系优化研究

发布时间：2018-04-05 17:06

本文选题：铸造机械　切入点：绩效考核体系　出处：《青岛科技大学》2017年硕士论文

【摘要】：山东JH铸造机械公司成立于1994年,以砂处理设备、除尘设备、清理设备的设计、开发、生产和销售为主营业务,致力于为铸造、建筑、工程机械等提供性价比最优产品的大型铸造企业。本文以山东JH铸造机械(诸城区域)公司为研究对象,采用文献研究法、实地调研法和定性与定量分析法三种方法,对公司的绩效考核体系进行优化研究。本文采用问卷调查法对354名员工进行调查,并对17名员工进行了重点访谈,得出山东JH铸造机械(诸城区域)公司存在的主要问题有与公司战略目标联系不紧密、绩效考核体系不完善、绩效指标和指标权重设计不合理、绩效考核主体单一、没有建立有效的沟通反馈机制、绩效考核结果未得到有效利用等,为切实解决公司目前存在的问题,在分析问题产生原因的基础上,本文设计了一套完整的绩效考核体系。通过关键绩效指标法提取企业级关键绩效指标,并将指标层层分解到部门、员工,以达到考核指标的有效性。绩效考核分为部门考核和员工考核两类。公司生产部门指生产车间、生产管理部和工艺质量部,其考核指标有生产任务目标、生产质量目标、安全生产目标、综合管理目标。职能部门包括行政人事部、财务部、采购部和售后服务部,根据不同部门职能设置考核指标。中层管理人员和普通员工的绩效考核指标均由工作业绩、工作能力、工作态度三项指标组成,但不同部门不同岗位各自设置不同的指标。绩效考核指标的权重确定,部门采用倍数加权法,员工采用层次分析法。根据绩效考核指标、考核权重和考核主体及周期,设计绩效考核表,确定考核标准,最后制定绩效考核体系的实施方案和保障措施,从而形成一套完整科学的适应于山东JH铸造机械(诸城区域)公司实际的绩效考核体系。本文的主要创新之处在于应用关键绩效指标法和360°绩效考核法按照企业、部门、员工三个层次对山东JH铸造机械(诸城区域)公司绩效考核体系进行优化设计,将理论与实践相结合,一方面提高公司绩效考核体系实施效果,另一方面丰富铸造机械企业绩效考核理论,为其他同类企业绩效考核体系优化提供一定的借鉴意义。
[Abstract]:Shandong JH Foundry Machinery Co., Ltd. was founded in 1994, with sand treatment equipment, dust removal equipment, cleaning equipment design, development, production and sales as the main business, dedicated to foundry, construction,Large-scale foundry enterprises, such as construction machinery, which provide the best price-to-performance products.This paper takes Shandong JH foundry machinery (Zhucheng district) company as the research object, adopts the literature research method, the field investigation method and the qualitative and quantitative analysis method, carries on the optimization research to the company's performance appraisal system.In this paper, 354 employees were investigated by questionnaire, and 17 employees were interviewed. It is concluded that the main problems of JH foundry machinery (Zhucheng region) company in Shandong province are that it is not closely related to the strategic objectives of the company.The system of performance appraisal is not perfect, the design of performance index and index weight is unreasonable, the main body of performance appraisal is single, the effective communication and feedback mechanism has not been established, the result of performance appraisal has not been effectively utilized, etc.In order to solve the existing problems of the company, this paper designs a complete performance appraisal system on the basis of analyzing the causes of the problems.The key performance index of enterprise level is extracted by the key performance index method, and the index is decomposed to the department and staff layer by layer, in order to achieve the effectiveness of the evaluation index.Performance appraisal is divided into two types: departmental assessment and employee appraisal.Production department refers to the production workshop, production management department and process quality department, its assessment indicators have production task objectives, production quality objectives, production safety objectives, integrated management objectives.Functions include administrative personnel department, finance department, purchasing department and after-sales service department, according to the function of different departments.The performance evaluation indexes of middle managers and ordinary employees are composed of three indexes: work performance, work ability and work attitude, but different positions in different departments have different indicators.The weight of the performance appraisal index is determined, the department adopts multiple weighting method, and the staff adopts the analytic hierarchy process.According to the performance appraisal index, the appraisal weight and the main body and the cycle, the performance appraisal table is designed, the appraisal standard is determined, and the implementation plan and the safeguard measure of the performance appraisal system are worked out.Thus a set of complete and scientific performance appraisal system for Shandong JH foundry machinery (Zhucheng region) company is formed.The main innovation of this paper lies in the application of key performance index method and 360 掳performance appraisal method to optimize the performance appraisal system of Shandong JH foundry machinery (Zhucheng region) company according to the three levels of enterprise, department and staff.Combining theory with practice, on the one hand, it can improve the effect of performance appraisal system, on the other hand, it can enrich the performance appraisal theory of foundry machinery enterprises, and provide some reference for the optimization of performance appraisal system of other similar enterprises.
【学位授予单位】：青岛科技大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.4

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