中油SHZ公司管理人员绩效考核研究

发布时间：2018-04-23 14:43

本文选题：员工绩效考核 + 平衡计分卡　；参考：《石河子大学》2013年硕士论文

【摘要】：随着我国经济改革的持续深化,国内成品油市场的开放程度日趋扩大,成品油销售企业也面临的竞争和挑战己日趋激烈。因此,完善企业管理制度,提高管理水平,对于增强国有成品油销售企业的市场竞争力有着十分重要的意义。本文以中国石油天然气股份有限公司新疆销售SHZ分公司为研究对象,运用国内外绩效管理的最新理论研究与实践成果,就该企业员工的绩效考核问题展开系统研究。本文通过文献分析、问卷调查、实地访谈等方式,对研究对象的绩效考核现状进行了分析,并系统总结了其绩效考核过程中所存在的主要问题；接着在对研究对象愿景与战略定位的基础上,基于各岗位的工作职责,运用关键绩效指标法,为研究对象设计了一个可供参考的考核量表。同时,从考核指标设计、考核实施方案设计、考核体系实施三个方面对现有的绩效考核体系进行优化完善；最后提出了开展绩效考核培训、加强绩效考核过程中的沟通、强化绩效考核结果的运用等实施策略,并从建立绩效考核组织机构、塑造高绩效文化及采用绩效考核科技手段等方面为绩效考核体系的有效运行提供了实施保障。本文的研究不仅对研究对象的绩效管理具有重要参考价值,对其它同类企业也有较好的借鉴意义。
[Abstract]:With the continuous deepening of China's economic reform, the opening degree of domestic oil products market is expanding day by day, and the competition and challenge faced by the oil products sales enterprises have become increasingly fierce. Therefore, it is of great significance to perfect the management system and improve the management level for enhancing the market competitiveness of state-owned oil products sales enterprises. This paper takes the Xinjiang sales SHZ Branch of China National Petroleum and Gas Co. Ltd as the research object and makes use of the latest theoretical and practical results of performance management at home and abroad to carry out a systematic study on the performance appraisal of the employees in this enterprise. Through literature analysis, questionnaire survey, field interview and other methods, this paper analyzes the current situation of performance appraisal, and systematically summarizes the main problems in the process of performance appraisal. Then on the basis of the research object vision and strategic orientation, based on the job responsibilities of each post, using the key performance index method, the paper designs a table of assessment quantity for the research object. At the same time, it optimizes and consummates the existing performance appraisal system from three aspects: the design of evaluation index, the design of evaluation implementation scheme and the implementation of evaluation system. Finally, it proposes to carry out performance appraisal training and strengthen communication in the process of performance appraisal. Strengthen the application of performance appraisal results and other implementation strategies, and from the establishment of performance appraisal organization, shape the high performance culture and the use of performance appraisal technology means for the effective operation of performance appraisal system to provide implementation protection. The research of this paper not only has the important reference value to the research object's performance management, but also has the good reference significance to other similar enterprises.
【学位授予单位】：石河子大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.22

【参考文献】