胜采基层采油队员工绩效考核研究

发布时间：2018-03-05 02:01

本文选题：绩效考核　切入点：胜利采油厂　出处：《中国石油大学（华东）》2013年硕士论文　论文类型：学位论文

【摘要】：随着市场竞争的日趋激烈，企业竞争的资本不再仅限于企业的技术和财政状况，人力资源等软实力的竞争优势日益凸显，企业对于人力资源给予了越来越多的重视。人力资源管理中最核心的内容是绩效管理，绩效管理的关键环节是绩效考核，因此有效的实施绩效考核关系到企业的良好运行。企业通过投入大量的人力、物力和财力来构建适合自身发展的绩效考核体系，提高员工的工作积极性和工作效率，最终实现企业经营发展水平和综合竞争力的提高，具有十分重要的战略意义。本文以胜利采油厂基层采油队员工的绩效考核为重点研究对象，通过对绩效考核基本概念、理论的系统阐述和考核方法的对比分析，结合实际的调查研究情况发现，胜利采油厂基层采油队现有绩效考核方法存在诸多问题，，不利于基层采油队及员工的长远发展；通过对采油队各岗位员工的工作流程分析，综合360度绩效考核方法、关键绩效指标法和目标管理法从员工的人际关系、行为、结果三方面设计了更加符合基层采油队员工的绩效考核体系，其中详细描述了基层采油队员工的绩效考核指标选择、权重分配、绩效考核体系实施流程、绩效考核实施的保障措施等。本文构建绩效考核体系期望能够使该体系在胜利采油厂基层采油队员工绩效考核中得到有效的利用，并且能够起到实际的作用，为企业发展提供相关的人力资源支撑。
[Abstract]:With the increasingly fierce competition in the market, the capital competition of enterprises is no longer limited to the technological and financial situation of enterprises, and the competitive advantages of soft power such as human resources are becoming increasingly prominent. Enterprises pay more and more attention to human resources. The core of human resource management is performance management, and the key link of performance management is performance appraisal. Therefore, the effective implementation of performance appraisal is related to the good operation of the enterprise. By investing a lot of manpower, material resources and financial resources to build a performance appraisal system suitable for their own development, the enterprise can improve the enthusiasm and efficiency of the staff. Finally, it is of great strategic significance to improve the level of business development and comprehensive competitiveness. This paper focuses on the performance appraisal of the employees of the basic production team of Shengli Oil production Plant. Through the analysis of the basic concept of performance appraisal, the systematic explanation of the theory and the comparative analysis of the assessment methods, combined with the actual investigation and research situation, it is found that, There are many problems in the existing performance appraisal method of the basic production team in Shengli Oil production Plant, which is not conducive to the long-term development of the grass-roots oil production team and its staff. Through the analysis of the working process of the employees in the various positions of the oil recovery team, the comprehensive 360 degree performance appraisal method is synthesized. The key performance index method and the goal management method design the performance appraisal system which is more in line with the performance appraisal system of the grass-roots oil production team staff from the three aspects of the employee's interpersonal relationship, behavior and result, and describes in detail the selection of the performance appraisal index of the grass-roots oil production team staff. Weight distribution, performance appraisal system implementation process, performance appraisal implementation measures, etc. This paper constructs the performance appraisal system in order to enable the system to be effectively used in the performance appraisal of the grass-roots oil production team in Shengli Oil production Plant. And can play a practical role, for the development of enterprises to provide relevant human resources support.
【学位授予单位】：中国石油大学（华东）
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F426.22;F272.92

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