国有企业中层管理者绩效管理体系研究

发布时间：2018-04-30 17:40

本文选题：国有企业 + 中层管理者绩效管理体系　；参考：《长春大学》2017年硕士论文

【摘要】：我国国有企业长期保持着特有的政府属性,在维持国民经济稳定和国有资产保值增值方面发挥着巨大的作用。近年来,随着我国国企改革的不断深入,如何提高企业效能,激发企业活力成为亟待解决的问题。本文通过对国有企业中层管理者绩效管理体系进行研究,希望能够帮助国有企业正确测评中层管理者绩效,合理选人用人,最终实现企业和人才的共同发展。首先,本文通过综合运用多种分析方法对国有企业中层管理者绩效管理现状进行了具体分析,主要总结为以政府为绩效考核的主要推行者、以较为固定的内容和方法实施绩效考核、以得到结果为绩效考核的最终目的;其次,在现状分析的基础上,发现国有企业中层管理者绩效管理体系主要存在绩效管理体系建立的前提条件不完备、绩效考核内容及方法选用不合理、绩效考核结果运用不充分等问题。通过进一步的研究发现这些问题产生的根源主要是由于照搬式引入现代绩效管理体系、非公平性变革绩效考核制度以及忽视中层管理者的重要性所造成的;最后,针对存在的问题,本文提出国有企业应该从完善绩效管理体系建立的前提条件、改进绩效考核方法、优化绩效考核主体及周期以及注重绩效反馈和绩效考核结果的运用几个方面进行完善和优化,其中主要以平衡计分卡为核心考核方法,并在已有的财务、客户、内部流程、学习成长四个考核维度的基础上新增社会环境贡献维度,使国有企业对中层管理者的考核也能关注社会,涉及民生。最终建立起一套系统、全面的适合我国国有企业改革发展的中层管理者绩效管理体系。
[Abstract]:China's state-owned enterprises have long maintained a unique government property, playing a huge role in maintaining national economic stability and maintaining and increasing the value of state-owned assets. In recent years, with the continuous deepening of the reform of state-owned enterprises, how to improve the efficiency of enterprises and stimulate the vitality of enterprises has become an urgent problem. This article through the middle management of state-owned enterprises. In the hope of helping the state-owned enterprises to evaluate the performance of the middle managers correctly and rationally choose and employ people, and finally realize the common development of the enterprises and talents. First, this paper makes a concrete analysis of the performance management status of the middle managers in the state-owned enterprises by using a variety of analytical methods. The main proponents of the government as performance assessment, carry out performance assessment with relatively fixed content and methods, to get the final goal of performance evaluation. Secondly, on the basis of current situation analysis, it is found that the precondition of the performance management system mainly exists in the performance management system of the middle level managers in the state-owned enterprises, and the performance test is not complete. The selection of nuclear content and methods is not reasonable, and the results of performance assessment are not used adequately. Through further research, it is found that the origin of these problems is mainly caused by the introduction of modern performance management system, the performance appraisal system of non fair change and the importance of neglecting the middle managers; finally, it is aimed at the existence of the problems. In this paper, it is proposed that the state-owned enterprises should improve and optimize the performance appraisal method, the performance appraisal subject and the cycle as well as the application of performance feedback and performance evaluation results, which mainly take the Balanced Scorecard as the core assessment method, and in the existing system. On the basis of four assessment dimensions of financial, customer, internal process and learning growth, the contribution dimension of social environment is added, so that the assessment of the middle managers of the state-owned enterprises can also pay attention to the society and the people's livelihood. Finally, a system is set up to fit the middle managers' performance management system which is suitable for the reform and development of the state-owned enterprises in China.

【学位授予单位】：长春大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F276.1

【参考文献】