河南交通投资集团绩效考核体系优化研究

发布时间：2018-03-29 20:20

本文选题：绩效考核　切入点：关键绩效考核　出处：《郑州大学》2017年硕士论文

【摘要】：绩效考核作为人力资源管理中的重要环节,在推动企业实现战略发展,有效提高企业经营管理水平等方面发挥着重要的作用。河南交通投资集团现有的绩效考核体系是在集团刚成立时制定的,无论是考核内容还是考核结果应用,在实施过程中均存在一定问题,并与集团新的战略发展目标不相适应。因此,对集团绩效考核体系进行优化,提高绩效考核与集团战略发展目标的适用性,是本研究需要重点解决的问题。本研究在借鉴国内外研究成果基础上,根据河南交通投资集团实际情况,通过问卷调查,分析总结绩效考核现行体系存在的优势及不足,然后结合企业发展战略目标,借鉴管理优化原理和木桶原理,综合运用关键绩效指标法、360度考核法等,从“调结构”、“增短板”、“强长板”和“补漏洞”四个方面,对所属单位和集团机关绩效考核体系进行优化设计,构建了以经营业绩和工作业绩为主要指标的全员绩效考核体系,并从制度、组织、技术、文化四个方面提出有效的实施保障对策,为实现集团的科学管理和可持续发展提供了有利的支撑。本研究共分为五章,第一章绪论,对研究的背景、意义、思路、内容、方法、技术路线、研究特色以及国内外研究现状等进行阐述。第二章绩效考核体系现状,主要依据河南交通投资集团发展战略,结合人力资源现状,对集团绩效考核现行体系实施情况进行问卷调查,并对存在的优势及不足进行分析总结。第三章绩效考核体系优化设计,主要针对绩效考核体系存在的优势及不足,对所属单位和集团机关绩效考核体系进行优化设计。第四章绩效考核体系实施保障,主要从制度、组织、技术、文化四个方面提出绩效考核体系实施的有效保障对策。第五章结论,提出了研究结论,并对未来研究方向提出展望。本研究着重理论与实践的结合,旨在立足河南交通投资集团实际,设计一套以经营业绩和工作业绩为主要指标的绩效考核体系,以期有效提升企业的利润水平和管理水平,增强企业的综合竞争力,同时对其他国有企业有所借鉴。
[Abstract]:As an important link in human resource management, performance appraisal is promoting the strategic development of enterprises. The existing performance appraisal system of Henan Traffic Investment Group was established when the group was established, whether it was the content of the assessment or the application of the results. There are some problems in the process of implementation, and they are not suitable for the new strategic development goal of the Group. Therefore, the performance appraisal system of the Group is optimized to improve the applicability of the performance Appraisal and the Group Strategic Development goal. Based on the domestic and foreign research results, according to the actual situation of Henan Traffic Investment Group, through the questionnaire survey, the paper analyzes and summarizes the advantages and disadvantages of the current performance appraisal system. Then combining with the strategic goal of enterprise development, referring to the principle of management optimization and the principle of barrel, and synthetically applying the key performance index method to the 360-degree appraisal method, this paper discusses the four aspects of "adjusting structure", "increasing short board", "strong long board" and "filling loopholes". This paper optimizes the design of the performance appraisal system of the units and groups, constructs a full staff performance appraisal system, which takes the operating performance and the work performance as the main index, and from the system, the organization, the technology, This research is divided into five chapters, the first chapter is introduction, which is the background, significance, thought, content, method of the research. Technical route, research characteristics and current research situation at home and abroad are expounded. Chapter two: the current situation of performance appraisal system, mainly based on the development strategy of Henan Traffic Investment Group, combined with the current situation of human resources, A questionnaire survey is conducted on the implementation of the current performance appraisal system of the Group, and the advantages and disadvantages of the system are analyzed and summarized. Chapter three, the optimization design of the performance appraisal system, mainly aims at the advantages and disadvantages of the performance appraisal system. To optimize the design of the performance appraisal system of the units and groups. Chapter IV, implementation of the performance appraisal system, mainly from the system, organization, technology, In the fifth chapter, the author puts forward the conclusion, puts forward the research conclusion, and puts forward the prospect to the future research direction. This research emphasizes on the combination of theory and practice. The purpose of this paper is to design a set of performance appraisal system based on the actual situation of Henan Traffic Investment Group, which takes the operating performance and work performance as the main index, in order to effectively enhance the profit level and management level of the enterprise and enhance the comprehensive competitiveness of the enterprise. At the same time for other state-owned enterprises to learn from.
【学位授予单位】：郑州大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.5;F832.39

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