中车X公司中层管理人员绩效考评体系研究

发布时间：2018-03-05 14:00

本文选题：中层管理人员　切入点：绩效考核　出处：《北京交通大学》2017年硕士论文　论文类型：学位论文

【摘要】：企业的中层管理人员作为企业核心的人力资源,是企业发展壮大的重要因素。企业中层管理人员工作的好坏、绩效考核的高低直接影响着企业的整体效益。因此,为实现企业的战略目标,推动企业的快速发展,企业需要有一套科学的中层管理人员绩效考核体系与之相适应。中车X公司作为轨道车辆和矿山车辆两大产品领域为主体的高端装备制造基地,在我国轨道交通事业快速发展的背景下,企业面临的形势、任务以及发展思路都相应的发生了变化,企业原有的中层管理人员绩效考核体系已经不能满足企业现有的发展要求。本文首先梳理了绩效考核相关理论,随后分析了企业在新形势下的战略发展思路以及中层管理人员的绩效考核现状,总结了企业在过去绩效考核实践工作中所出现的考核指标缺乏完整性、考核指标不能体现工作差异以及中层管理人员缺乏对绩效考核的认识等问题,通过采用以KPI为主,同时与平衡计分卡、目标管理法、360度考核法相结合的绩效考核办法,完善了公司的绩效考核指标,同时利用数学中加权平均的思想修正绩效考核分数以及加强公司绩效考核保障的内容,共同优化了企业中层管理人员的绩效考核体系。最后,本文从组织制度、企业文化和持续培训这三个方面提出了相关建议,确保优化后的绩效考核体系能够顺利得到实施。
[Abstract]:As the core human resource of the enterprise, the middle-level manager is the important factor for the development of the enterprise. The work of the middle-level manager and the level of the performance appraisal directly affect the overall benefit of the enterprise. In order to realize the strategic goal of the enterprise and promote the rapid development of the enterprise, The enterprise needs to have a scientific performance appraisal system for middle management personnel. As a high-end equipment manufacturing base, CRV X Company is the main product field of rail vehicle and mine vehicle. In the context of the rapid development of rail transit in China, the situation, tasks and development ideas faced by enterprises have changed accordingly. The original performance appraisal system of middle-level managers can no longer meet the existing development requirements of enterprises. This paper first combs the relevant theories of performance appraisal. Then it analyzes the strategic development thinking of the enterprise under the new situation and the current situation of the performance appraisal of the middle managers, and summarizes the lack of integrity of the performance appraisal indicators that appeared in the past performance appraisal practice. The evaluation index can not reflect the difference of work and the middle managers lack the understanding of the performance appraisal. By adopting the method of performance appraisal, which is based on KPI, combined with the balanced scorecard and the objective management method, the method of performance appraisal is 360-degree. The performance appraisal index of the company is perfected, and the content of the performance appraisal score is revised by the thought of weighted average in mathematics, and the content of the company performance appraisal guarantee is strengthened, and the performance appraisal system of the middle managers of the enterprise is optimized together. Finally, This paper puts forward some suggestions from the aspects of organizational system, corporate culture and continuous training to ensure that the optimized performance appraisal system can be carried out smoothly.
【学位授予单位】：北京交通大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.472

【参考文献】