XB电力设计院中层管理人员绩效考核体系研究

发布时间：2018-04-03 06:26

本文选题：企业战略　切入点：绩效　出处：《西北大学》2013年硕士论文

【摘要】：现在企业之间的竞争从本质而言就是人才的竞争,绩效对于企业的发展显得越来越重要,许多企业都在探讨用有效的绩效管理手段提高组织绩效和个人绩效,保证企业战略目标的实现。XB院作为一家国内电力行业知名专业设计企业,要保持长期持续健康发展,必须建立与企业战略目标相适应的绩效考核体系。目前该企业的绩效考核体系分为设计人员绩效考核体系和管理人员绩效考核体系。设计人员绩效考核基于电力行业标准,多年来按照完成的定额和产值对设计人员进行考核,量化指标和考核标准明确,效果显著,促进了企业的发展。而管理人员尤其中层管理人员的绩效考核一直流于形式,中层管理人员在企业中是一个承上启下的重要群体,其工作业绩、积极性、创造性和执行力的好坏直接影响着企业战略目标的实现。建立一套科学的中层管理人员绩效考核体系,提高中层管理人员的绩效水平,对于企业的发展具有重要的意义。本文以XB院中层管理人员为研究对象,对于绩效和绩效管理理论进行了概述,描述了XB院中层管理人员的基本情况,分析了企业中层管理人员的考核体系现状,针对绩效考核与企业战略目标联系不紧密、考核内容雷同、考核指标的设计缺乏科学性、考核主体单一、考核结果运用比较单一和考核机制不健全不完善等问题,结合企业实际,紧密围绕企业战略,进行了中层管理人员绩效考核体系的设计：包括了体系设计原则与思路、体系设计的准备工作、指标体系的建立、指标权重与周期的确定等。为确保绩效考核能够良好运行,本文对于绩效考核体系实施的保障措施也进行了论证。本论文的创新之处在于结合企业实际,紧密围绕企业战略,深入探讨企业中层管理人员绩效考核的实质,从岗位分析入手,分职能、分通道对中层管理岗位进行了细分,运用定性和定量相结合的方法进行考核指标的设计,使企业战略目标、组织重要考核指标应用到中层管理人员的绩效考核过程中,使考核落到实处。本文对中层管理者绩效考核具有实际的指导作用,对XB院强化管理、提高企业竞争力和促进企业的发展有着积极的意义。
[Abstract]:At present, competition among enterprises is essentially the competition of talents. Performance is becoming more and more important for the development of enterprises. Many enterprises are exploring how to improve organizational performance and personal performance by effective performance management.To ensure the realization of the strategic objectives of enterprises, as a well-known professional design enterprise in domestic electric power industry, in order to maintain long-term sustainable and healthy development, it is necessary to establish a performance appraisal system in accordance with the strategic objectives of enterprises.At present, the performance appraisal system of the enterprise is divided into designer performance appraisal system and management performance appraisal system.The performance evaluation of designers is based on the standard of electric power industry. Over the years, the designers have been assessed according to the finished quota and output value. The quantification index and the assessment standard are clear, the effect is remarkable, and the development of the enterprise is promoted.However, the performance appraisal of managers, especially middle managers, has always been a formality. Middle managers are an important group connecting the past and the following in the enterprise, and their work performance, enthusiasm,Creativity and execution directly affect the realization of enterprise strategic objectives.It is of great significance for the development of enterprises to establish a scientific performance appraisal system for middle managers and to improve the performance level of middle managers.This paper takes the middle managers of XB hospital as the research object, summarizes the theory of performance and performance management, describes the basic situation of middle managers in XB hospital, and analyzes the present situation of the evaluation system of middle managers in enterprises.Aiming at the problems that the performance appraisal is not closely related to the strategic goal of the enterprise, the content of the assessment is similar, the design of the assessment index is not scientific, the main body of the assessment is single, the result of the assessment is single, and the appraisal mechanism is not perfect, etc.Combined with the actual situation of the enterprise, the design of the performance appraisal system for the middle managers is carried out closely around the enterprise strategy: including the design principles and ideas of the system, the preparation for the system design, the establishment of the index system,The determination of index weight and period, etc.In order to ensure that the performance appraisal system can run well, this paper also demonstrates the implementation of the performance appraisal system.The innovation of this paper is to combine the actual situation of the enterprise, close around the enterprise strategy, deeply discuss the essence of the performance appraisal of the middle management personnel of the enterprise, start from the post analysis, divide the function, divide the channel to carry on the subdivision to the middle management post,The qualitative and quantitative methods are used to design the evaluation index, so that the strategic objective of the enterprise and the important evaluation index of the organization can be applied to the process of the performance appraisal of the middle managers, so that the appraisal can be carried out in practice.This paper has a practical guiding role to the performance appraisal of middle managers, and has a positive significance to strengthen the management, improve the competitiveness of enterprises and promote the development of enterprises.
【学位授予单位】：西北大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.61

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