曲靖呈钢钢铁（集团）有限公司绩效考核案例研究

发布时间：2018-03-10 09:34

本文选题：绩效考核　切入点：呈钢公司　出处：《云南师范大学》2013年硕士论文　论文类型：学位论文

【摘要】：现代企业之间的竞争归根结底是人才的竞争。企业要强化内部人力资源管理，加强绩效考核实践的完善，依托人才应对激烈的竞争。制定结合企业自身特点的绩效考核方案不仅在吸引人才、留住人才、培养人才、利用人才和激励员工上至关重要，而且能够有效提高企业经济效益和竞争优势。本文在吸收、借鉴国内外绩效考核理论研究成果的基础上，采取理论与实证分析的方法，对曲靖呈钢钢铁（集团）有限公司绩效考核现状、思路和特点进行深入分析、研究，找出该公司绩效考核存在如下问题：未与企业战略实施连结，未与人力资源其它业务模块相连结，直线部门参与不够，未将个人绩效与团队绩效相结合，绩效指标杂乱，未能及时作出有效反馈等。针对曲靖呈钢钢铁（集团）有限公司在绩效考核上存在的问题，本文运用人力资源绩效考核体系相关知识，按照职能部门与生产分厂两个不同类别制定出中层管理人员和普通员工的绩效考核体系，并且根据企业的实际情况来确定绩效考核周期及明确绩效考核结果的应用，最终制定出曲靖呈钢钢铁（集团）有限公司绩效考核优化方案，提出持续改进建议。该方案已在曲靖呈钢钢铁（集团）有限公司初步运行，验证了绩效考核对公司发展起到的作用。
[Abstract]:The competition among modern enterprises is, in the final analysis, the competition of talents. Enterprises should strengthen the management of internal human resources and improve the practice of performance appraisal. Relying on talents to cope with fierce competition, it is very important to formulate performance appraisal programs that combine the characteristics of enterprises not only in attracting, retaining, training, utilizing and motivating employees, but also in attracting, retaining, cultivating, utilizing and encouraging employees. And can effectively improve the economic efficiency of enterprises and competitive advantages. On the basis of absorbing and referring to the research results of performance appraisal theory at home and abroad, this paper takes the method of theoretical and empirical analysis to deeply analyze the present situation, train of thought and characteristics of performance appraisal of Qujing Steel (Group) Co., Ltd. Find out the following problems in the performance appraisal of the company: not linked to the implementation of corporate strategy, not linked to other business modules of human resources, lack of linear sector participation, not combining personal performance with team performance, performance indicators are messy, Failure to make timely effective feedback, etc. In view of the problems existing in the performance appraisal of Qujing Steel (Group) Co., Ltd, this paper applies the relevant knowledge of human resources performance appraisal system. According to the two different categories of functional departments and production plants, the performance appraisal system of middle management and ordinary employees is developed, and the performance appraisal cycle and the application of performance appraisal results are determined according to the actual situation of the enterprise. Finally, the optimization scheme of performance appraisal for Qujing Steel (Group) Co., Ltd was worked out, and suggestions for continuous improvement were put forward. The scheme has been initially run in Qujing Steel (Group) Co., Ltd. Verify the effect of performance appraisal on the development of the company.
【学位授予单位】：云南师范大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.31

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