电视媒介人力资源绩效管理研究

发布时间：2019-03-12 20:38

【摘要】：我国的广播电视行业一直是作为主导宣传作用的行政事业单位,随着社会的发展,已经逐步向企业化转变。但是,人事管理制度发展较慢,仍然延续之前的行政管理政策,与市场化相适应的人力资源管理体系的建设相对落后,已日益成为制约广播电视行业发展的桎梏。在竞争激烈的时代背景下,人才是重要的资源,已成为竞争中取胜的重要因素。在电视媒介公司为代表的传媒集团面前,人才的竞争是一个重要的问题。而绩效考核管理为人力资源管理的重要手段,可以提高组织和人员的绩效,实现战略目标,完善绩效管理等至关重要。随着张家港电视媒介的建立,已经初步适应了市场结构的需求,并初步建立了评价体系。近年来,张家港电视媒介尽管在人力资源管理中,取得了一定的成果,但仍存在许多问题。第一,绩效管理中,管理者和员工都缺乏对人力资源绩效管理的正确认识;第二,缺乏科学的绩效管理体系,主要表现在绩效计划不完善、绩效考核指标设立的不科学,缺乏绩效辅导沟通和绩效反馈不到位;第三,绩效管理结果应用不佳,管理成果作用发挥不足,应用范围狭窄。张家港电视媒介想要提高竞争力占据更多的市场份额,并进一步发展壮大,人力资源管理中存在的问题成为前进的最大障碍。本文通过对张家港电视媒介绩效管理问题的分析,提出改进的对策。首先,不管是管理者还是员工,都要从思想上转变观念,提高绩效管理的认识;其次,从四个方面完善绩效管理系统,第一,建立合理的绩效计划,将公司的战略目标分解到部门,然后由部门再分解到个人。第二,完善绩效考核指标,从部门承担的责任角度,和利用平衡计分卡从四个方面来合理建立指标。第三,建立全程绩效辅导机制,能及时发现工作中的问题和遇到的障碍,提出解决办法。第四,绩效反馈面谈机制的确立,让绩效管理的目的最终实现,从而更好的提出下个计划。最后,绩效管理的结果在加薪奖金、评优、员工培训、职务晋升中的运用。通过对张家港电视媒介绩效管理的研究,期望能给同类型单位以参考。
[Abstract]:China's radio and television industry has always been the leading propaganda role of the administrative institutions, with the development of society, has gradually changed to enterprise. However, the development of personnel management system is relatively slow, it still continues the previous administrative policy, and the construction of human resource management system adapted to the marketization is relatively backward, which has become the shackle of restricting the development of radio and television industry day by day. Under the background of fierce competition, talent is an important resource and has become an important factor to win in the competition. In front of the media groups represented by TV media companies, the competition of talents is an important issue. Performance appraisal management is an important means of human resources management, can improve the performance of organizations and personnel, achieve strategic objectives, improve performance management and so on. With the establishment of Zhangjiagang TV media, it has initially adapted to the needs of the market structure and established a preliminary evaluation system. In recent years, although Zhangjiagang TV media has made some achievements in human resource management, there are still many problems. First, in performance management, both managers and employees lack the correct understanding of human resource performance management; Second, the lack of scientific performance management system, mainly in the performance plan is not perfect, performance evaluation indicators are not scientific, lack of performance guidance communication and performance feedback is not in place; Thirdly, the application of performance management results is not good, the role of management results is insufficient, and the scope of application is narrow. Zhangjiagang TV media want to improve the competitiveness to occupy more market share and further develop. The problems existing in human resource management become the biggest obstacle to advance. Based on the analysis of the performance management of Zhangjiagang TV media, this paper puts forward some countermeasures to improve it. First of all, whether managers or employees, they should change their ideas from the ideological point of view to improve the understanding of performance management; Secondly, improve the performance management system from four aspects. First, establish a reasonable performance plan, decompose the company's strategic objectives into the department, and then decompose the department into the individual. Second, improve the performance evaluation indicators, from the perspective of the responsibility of the department, and use the balanced scorecard from four aspects to establish the indicators reasonably. Third, establish the whole process performance guidance mechanism, can find the problems and obstacles encountered in the work in time, and propose solutions. Fourth, the establishment of the performance feedback interview mechanism, so that the goal of performance management is finally realized, and then better put forward the next plan. Finally, the results of performance management are used in salary increase, merit evaluation, employee training and job promotion. Through the study of Zhangjiagang TV media performance management, we hope to give reference to the same type of units.
【学位授予单位】：西北农林科技大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：G221

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