神东煤炭公司绩效考核体系研究

发布时间：2018-03-30 03:35

本文选题：神东公司　切入点：绩效考核　出处：《西安科技大学》2015年硕士论文

【摘要】：煤炭是国家的基础能源,对国民经济的可持续发展意义重大。为了使煤炭企业良性健康发展,国内大多数大中型煤炭企业均实行了以绩效考核、岗位聘任制、岗位津贴等为标志的管理激励制度。但是在煤炭企业的实际操作过程中,均在合理性、客观性、激励性方面存在不同程度地存在一些问题,从而使得绩效管理及激励制度的效果大打折扣。由于历史原因以及劳动强度大、工作环境差、危险系数较高,加之总体的员工素质相对较低等因素,煤炭企业的绩效考核工作一直以来都是比较落后的。从以往实施情况来看,在绩效考核中过多地关注煤炭产量和生产效率,而忽视甚至完全未能涉及企业及员工发展指标,这是当前我国大多数煤炭企业绩效考核体系的共同特征。神东公司目前实行的仅仅是上级考核下级的单向考核,存在监督机制缺位等问题,无法保证考核的客观性。本研究以神东煤炭公司为例,首先分析了神华神东煤炭公司现有绩效考核体系存在的问题,充实了考核内容,重构了考核体系,主要思路是基于平衡记分卡法(BSC)与关键绩效指标(KPI)来提取绩效指标,主要关注了财务绩效、内部评价、流程优化与效率提升、员工成长四类绩效维度。通过对部门职责和员工岗位说明书的分析,提取形成科室、员工的考核指标体系和科室、员工的绩效评价指标。在确定好指标体系后,运用德尔菲法确定指标重要性排序,德尔菲法打分过程主要是选取了5位熟悉煤炭行业生产运营活动的人力资源专家和神东公司被考核部门的经理们;根据重要性排序结果确定重要性矩阵,然后以层次分析法规范计算得出指标权重分配,最终完成了绩效考核体系的构建。最后,针对新建的绩效考核体系,在神东煤炭公司进行了绩效考核的实证应用,对新建绩效考核的实效性进行了验证。
[Abstract]:Coal is the basic energy of the country, which is of great significance to the sustainable development of the national economy. In order to make the coal enterprises develop healthily, most large and medium-sized coal enterprises in China have adopted the system of performance appraisal and post appointment. But in the actual operation process of coal enterprises, there are some problems in rationality, objectivity, incentive, etc. As a result, the effect of performance management and incentive system is greatly reduced. Due to historical reasons and labor intensity, working environment is poor, risk coefficient is high, and overall staff quality is relatively low, etc. The performance appraisal of coal enterprises has always been relatively backward. According to the past implementation, too much attention has been paid to coal production and production efficiency in performance appraisal, while ignoring or even failing to involve enterprise and employee development indicators, This is the common characteristic of the performance appraisal system of most coal enterprises in our country at present. This study takes Shendong Coal Company as an example, analyzes the problems existing in the existing performance appraisal system of Shenhua Shendong Coal Company, enriches the assessment content and reconstructs the evaluation system. The main idea is to extract the performance indicators based on the balanced Scorecard (BSC) and key performance indicators (KPI), focusing on financial performance, internal evaluation, process optimization and efficiency improvement. Four kinds of performance dimensions of employee growth. Through the analysis of department responsibility and employee job description, we can extract the index system of department, the evaluation index system of staff, the performance evaluation index of employee. Using Delphi method to determine the importance of the index ranking, Delphi scoring process is mainly selected five familiar with the coal industry production and operation activities of human resources experts and Shendong company managers examined; According to the importance ranking result, the importance matrix is determined, and then the index weight distribution is calculated by AHP criterion. Finally, the performance appraisal system is constructed. The empirical application of performance appraisal is carried out in Shendong Coal Company, and the effectiveness of new performance appraisal is verified.
【学位授予单位】：西安科技大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.21

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