YT客车公司员工绩效管理体系优化研究

发布时间：2018-01-15 06:11

本文关键词：YT客车公司员工绩效管理体系优化研究　出处：《东华大学》2017年硕士论文　论文类型：学位论文

【摘要】：伴随中国对外开放的力度不断加大以及经济社会的不断发展,中国汽车制造工业在过去三十多年的时间里获得了快速发展,尤其是新世纪以来更是保持着爆发式的高速增长,中国已成为全球汽车产销第一大国。中国汽车制造企业也不断走出国门,加速融入全球生产体系。但是,全球化的深入推进也带来了汽车制造市场竞争环境的日趋严峻,中国汽车制造工业未来的发展也将由过去的规模扩张向结构调整和产业升级转变。尤其是在当前的宏观经济形势下,全球经济复苏乏力,中国经济增长速度持续下滑,进入了“经济新常态”,国家提出要推进供给侧结构性改革,作为重要的战略性产业,汽车制造行业如何面对整个全球生产、销售网络,不断推进结构升级,在日趋白热化的竞争格局中占据一席之地?人力资源是产业发展、竞争力提升的最为关键的因素,而作为企业人力资源管理中最为关键的子系统之一,员工绩效管理已经得到了社会各界的广泛关注。所以,研究企业的员工绩效管理体系,对于提升员工绩效,优化人力资源的配置,促进企业发展战略的实现和企业的市场竞争力的提升有重要意义。本文选取了国内最大一家客车制造企业YT客车公司作为研究案例,对其员工绩效管理体系进行深入探讨。首先,基于人力资源管理理论,本文阐述了绩效管理的内涵以及与绩效考核的差异,并对绩效管理的流程进行了梳理。目标管理法、关键绩效指标管理法、平衡积分卡法是员工绩效管理的重要分析工具,本文对其进行了详细介绍,并比较它们的优缺点,为yt客车客户管理体系的优化奠定理论基础。其次,探究yt客车公司现有的员工绩效管理状况,并通过调查问卷、访谈等方式深入探究了其员工绩效管理中存在的问题与原因。研究发现,yt客车公司不管是管理人员还是普通员工对绩效管理的内涵理解存在严重偏差,仍将“绩效管理”等同于传统的“绩效考核”;员工绩效管理的制定也存在着严重的不合理问题,员工绩效管理的战略导向性不足,绩效管理指标设计不科学,没有充分体现出提升员工工作能力的目的;绩效管理的实施过程也极不规范,绩效管理计划的制定员工参与度普遍偏低,相关管理人员缺乏对绩效管理的辅导,绩效管理反馈沟通不畅,缺乏投诉机制等;另外,yt客车公司的员工绩效管理结果应用较为单一,大部分仅用于员工薪酬的方法上,严重制约了人力资源的优化配置。为了提升yt客车公司员工绩效水平,必须对其员工绩效管理体系进行优化。本文认为,在进行员工绩效管理体系的优化时,需要对绩效管理中的“绩效计划、绩效计划的实施与管理、绩效评估、绩效诊断和反馈、绩效评估结果的应用和绩效信息的收集与处理”等六大子系统进行系统考量,同时,绩效管理与岗位管理、薪酬管理相辅相成,在优化绩效管理的同时,也必须对公司的岗位管理体系、薪酬管理体系进行综合优化;在推进绩效管理的实施中,要特别注意公司的全员参与性,循序渐进的推进实施。基于这些原则,本研究从绩效管理的计划、辅导、评估、结果应用、制度等不同层面进行了优化设计,为保证优化后的员工绩效管理体系的落实,需要yt客车公司不管是管理人员,还是普通的员工,在思想上要梳理正确的绩效管理理念,把绩效观念深入到日常的生产经营中去;构建强有力的具有不同层次的组织保障体系,推动新的绩效管理体系的有效运行;采用先进的信息通讯设备与技术,构建信息化绩效运行平台。最后,要不断完善各项制度体系,为优化后的员工绩效管理体系提供强有力的制度保障。
[Abstract]:With the continuous development of Chinese opening has intensified and the economic and social China, automobile manufacturing industry gained rapid development in the past thirty years, especially since the new century is to maintain a rapid growth spurt, Chinese has become a global car sales in the first country. Chinese automobile manufacturing enterprises continue to go abroad to accelerate the integration of the global production system. However, the development of the globalization also brings the competition environment of automobile manufacturing market is becoming more and more serious, the future development of Chinese automobile manufacturing industry will also be the last expansion to structural adjustment and industrial upgrading. Especially in the current macroeconomic situation, the global economic recovery is weak, China economic growth the speed continues to decline, entered the new economic norm, the state proposed to promote the supply side structural reform, as an important strategy. Industry, automobile manufacturing industry how to face the global production and sales network, continue to promote the upgrading of the structure, occupy a space for one person in the increasingly intense competition? Human resource is the industrial development, the key factors to enhance the competitiveness, and as the enterprise human resources management is one of the key subsystems, employee performance management has get the wide attention of the society. Therefore, employee performance management system of enterprises, to improve staff performance, optimize the allocation of human resources, it has important significance in promoting the enterprise development strategy to achieve and enhance the market competitiveness of enterprises. This paper selects the largest passenger car manufacturing enterprise YT bus company as a case study, for further research on the employee performance management system. Firstly, based on the theory of human resource management, this paper expounds the connotation of performance management, and performance Assessment of the differences, and the process of performance management of the sort. Target management method, key performance index management method, balanced scorecard method is an important analysis tool of performance management, this paper gives a detailed introduction to its, and compared their advantages and disadvantages, lay the theoretical foundation for the optimization of YT bus customer management system. Secondly, research on employee performance management status of YT bus company existing, and through the questionnaire, interview and so on the in-depth study of the existing staff performance management problems and reasons. The study found that YT bus company whether managers and ordinary employees to understand the meaning of performance management there is a serious deviation, still "performance management is equivalent to the traditional performance evaluation; development of employee performance management also exists unreasonable problems, lack of strategy oriented performance management, performance management index. Design is not scientific, not fully reflect the objective to enhance staff capability; the implementation process of performance management is not standardized, the performance management plan of employee involvement is generally low, the lack of relevant management personnel performance management performance management guidance, feedback communication, lack of complaint mechanism; in addition, the results of employee performance management YT bus company's application is relatively single, most only method for employee compensation, seriously restrict the optimal allocation of human resources. In order to improve the level of employee performance YT bus company, must to the staff performance management system optimization. This paper argues that in the optimization of the performance management system, the need for performance management the performance plan, implementation and management of performance plan, performance evaluation, performance evaluation and feedback, performance evaluation and performance results of the application of information collection and processing etc. The six subsystems are considered, at the same time, performance management and post management, salary management complement each other, in the optimization of the performance management at the same time, but also to the company's job management system, salary management system for comprehensive optimization; in the implementation of performance management in advance, pay special attention to the company's full participation, step by step implementation. Based on these principles, the application of this research from the performance management plan, guidance, assessment results, different levels of the system were optimized, in order to ensure the implementation of the performance management system optimization, YT bus company whether managers or general staff, to sort out the correct concept of performance management in thought on the concept of performance into the daily production management; build a strong security system with different levels of organization, promote the effective operation of the new performance management system. We should adopt advanced information communication equipment and technology to build an information performance operation platform. Finally, we must constantly improve various institutional systems, and provide a strong system guarantee for the optimized employee performance management system.

【学位授予单位】：东华大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.471

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