He高速公路公司绩效考核问题研究

发布时间：2018-04-27 07:11

本文选题：绩效考核 + 绩效反馈　；参考：《天津商业大学》2017年硕士论文

【摘要】：在市场经济条件下,高速公路企业对中国国民经济的增长贡献巨大,经济发展对于高速公路的需求也在不断加大,全国高速公路的总里程呈现不断增长的趋势与之对应的高速公路企业也在不断增加,并且原有的高速公路企业在扩大与转型,所以企业之间的竞争逐渐转变为人才的竞争。怎么样提高公司的管理水平和经济效益是现如今高速公路企业应该考虑的主要问题,要解决这个问题,人力资源管理就显得尤为重要,而绩效考核在人力资源管理里面作为主要环节,其对于高速公路企业的经营、运行、发展起着十分重要的作用,它为企业提供了员工的薪资、鼓励、培训和员工的发展提供了重要的参考,所以,怎么样健全企业的绩效考核体系就成为了企业需要思考的重点问题。优化绩效考核不是短时间内就能完成的事情,是一个长期的过程,这就需要高速公路企业有发散的思维去接受新的考核方式;变通的思维去将新的方式改变并融合到自己公司的考核体系当中。本文以绩效考核作为基础且更加全面、深刻地分析了中国当前中国的高速公路企业在绩效考核的过程中所存在问题的原因,即经营观念落后;人力资源管理制度不健全、不规范;职位分析薄弱;绩效考核过程过于主观;将其他企业的考核方法原封不动地应用在自己的企业中或者认为新颖的方法总是好的,进而盲目最求。这些问题的出现导致如今快速发展的中国高速公路在经济方面相对滞后,跟不上实际上的高速公路发展的步伐。高速公路企业无法选拔出真正的人才,导致中国高速公路行业无法继续提高,若长期以人数的堆叠来使其发展的体系必将在某一天崩塌。所以本文针对高速公路绩效考核所存在的不足做出了总结,并就这些不足之处提出了整改意见:首先一定要具有考核的意识必须在内心有着科学的绩效考核观念、所有员工都需要相应的绩效考核制度(包括普通员工、领导)、对于绩效考核建立反馈机制、创建科学的绩效考核体系。将HE高速公路公司作为研究对象,对于一些典型的问题可以以点盖面,由这一家企业找出问题,推广到中国的其他高速公路企业当中。使用问卷调查、案例分析、文献资料等研究方法,对该高速公路公司绩效考核中存在的问题进行了分析,并且设计出一套针对该公司员工绩效考核的方案体系。同时,提出了该高速公路公司员工绩效考核实施的保障措施:首先对考核者进行有关心理方面培训,其次要建立有效的绩效申诉制度,对于工作分析必须有科学性的保障,除此之外个人对于团队,以及团队对于个人都有着密切的相互作用,将这些作用考虑到之中,最后建立一套科学的绩效考核标准。
[Abstract]:Under the condition of market economy, expressway enterprises have made a great contribution to the growth of China's national economy, and the demand for freeway development has been increasing. The total mileage of the national expressway is increasing continuously and the corresponding expressway enterprises are also increasing, and the original expressway enterprises are expanding and transforming, so the competition among enterprises is gradually transformed into the competition of talents. How to improve the management level and economic efficiency of the company is the main problem that highway enterprises should consider nowadays. To solve this problem, human resource management is particularly important. As the main link in human resource management, performance appraisal plays a very important role in the operation, operation and development of expressway enterprises. It provides employees with salary and encouragement for enterprises. Training and staff development provide an important reference, so how to improve the performance appraisal system has become an important issue for enterprises to consider. The optimization of performance appraisal is not something that can be completed in a short time, but also a long-term process, which requires expressway enterprises to have divergent thinking to accept new assessment methods. Flexible thinking to change the new way and integrate into their own company's evaluation system. On the basis of performance appraisal and more comprehensive, this paper deeply analyzes the causes of the problems existing in the process of performance appraisal of expressway enterprises in China, that is, backward management concept, imperfect human resource management system, Non-standard; weak position analysis; performance appraisal process is too subjective; other enterprises to apply the assessment methods in their own enterprises or think that the new method is always good, then blind the most. The emergence of these problems has led to the rapid development of China's highways in economic terms lag behind the pace of the actual highway development. Expressway enterprises can not select real talents, resulting in the Chinese expressway industry can not continue to improve, if the long-term stacking of the number of people to make its development system will one day collapse. Therefore, this paper summarizes the shortcomings of expressway performance appraisal, and puts forward some suggestions on these deficiencies: first of all, there must be a sense of assessment, there must be a scientific concept of performance appraisal in the heart. All employees need a corresponding performance appraisal system (including ordinary employees, leaders, to establish feedback mechanism for performance appraisal, to create a scientific performance appraisal system. Taking HE Expressway Company as the object of study, for some typical problems, we can use this enterprise to find out the problem and extend it to other expressway enterprises in China. By using the methods of questionnaire, case analysis, literature and other research methods, this paper analyzes the problems existing in the performance appraisal of the expressway company, and designs a set of scheme system for the performance appraisal of the employees of the company. At the same time, the paper puts forward the safeguard measures for the performance appraisal of the employees of the expressway company: firstly, training the examiners in psychological aspects, secondly, establishing an effective performance complaint system, and ensuring scientifically for the analysis of the work. In addition, individuals have a close interaction with the team and the team for the individual. Take these roles into account, and finally establish a set of scientific performance evaluation standards.
【学位授予单位】：天津商业大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F542.6;F272.92

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