中石油润滑油公司绩效管理体系研究

发布时间：2018-06-03 03:26

本文选题：中国石油润滑油公司 + 绩效管理　；参考：《大连海事大学》2013年硕士论文

【摘要】：随着全球经济一体化的加速发展和知识经济的迅速兴起,人类社会进入了一个全新经济时代。在这个瞬息万变的国际化市场中,各个企业之间的竞争逐渐激烈,而我国的支柱企业石油企业的竞争也日趋激烈。各个企业都在通过各种手段加强自己的竞争实力,但竞争的最终落脚点还是人才的竞争。因此,各个企业都在人力资源管理方面进行不断地研究和具体实践,尤其是企业的绩效管理越来越被企业领导层所重视。现在企业逐渐认识到绩效管理对于企业未来发展的重要性,也开始加强这方面的资金投入。一个企业如果能把企业绩效这一块做好,那么它会得到很多方面的收益,科学合理的绩效管理会对企业员工起到很好的导向作用。但是我国现在还是处于绩效管理的初级阶段,并且大部分都是借鉴外国的理论,在我国的实际应用上少之又少。中石油润滑油公司自2000年成立之日起就开始对企业的绩效考核进行了深层次的研究与实践,并初步建立了一套相对成熟绩效评价系统。然而,同其它绩效管理新理论相比、与欧洲发达国家绩效管理相比较来说,仍然存在着许多问题没有解决。因此,本文对企业的绩效管理进行了系统的论述和分析,介绍了绩效管理的相关理论,从中石油润滑油公司内部绩效管理的具体实践入手,总结和归纳在实施绩效管理中所存在的问题。对于之前我们提到的相关问题,本文首先通过文献法,了解绩效管理国内外研究现状；采用归纳演绎法和规范与实证相结合的研究方法,从国内外各学者的理论研究出发,并在实际调查的基础上,分析中国石油润滑油公司绩效管理的现状和问题,寻找制约发展的深度原因。同时,运用比较研究方法对中国石油润滑油公司的绩效管理模式与荷兰壳牌公司进行比较,分析其对我公司绩效管理的启示。最后根据中石油润滑油公司绩效管理存在的问题,从实施全面绩效管理、建立员工绩效管理系统两方面提出加强员工绩效管理的创新策略。
[Abstract]:With the rapid development of global economic integration and the rapid rise of knowledge economy, human society has entered a new economic era. In this rapidly changing international market, the competition among the enterprises is becoming more and more fierce, and the competition among the petroleum enterprises of our country is becoming more and more fierce. All enterprises are strengthening their competitive strength through various means, but the final goal of competition is the competition of talents. Therefore, each enterprise carries on the research and the concrete practice unceasingly in the human resources management aspect, especially the enterprise performance management is paid more and more attention by the enterprise leadership. Now enterprises gradually realize the importance of performance management for the future development of enterprises, and began to strengthen the investment in this area. If an enterprise can do a good job of enterprise performance, then it will get a lot of benefits, scientific and reasonable performance management will play a good role in guiding the enterprise staff. However, our country is still in the primary stage of performance management, and most of them draw lessons from foreign theories, and there are very few practical applications in our country. Since the establishment of PetroChina Lubricating Oil Company in 2000, the performance appraisal of enterprises has been studied and practiced at a deep level, and a set of relatively mature performance evaluation system has been preliminarily established. However, compared with other new theories of performance management, there are still many problems unsolved compared with those of European developed countries. Therefore, this article has carried on the systematic discussion and the analysis to the enterprise performance management, has introduced the related theory of the performance management, starting with the concrete practice of the internal performance management of PetroChina Lubricating Oil Company, Summarize and summarize the existing problems in the implementation of performance management. For the related problems mentioned before, this paper first through the literature method to understand the current situation of performance management research at home and abroad, using inductive deduction and normative and empirical research methods, starting from the theoretical research of domestic and foreign scholars, On the basis of actual investigation, this paper analyzes the current situation and problems of performance management of CNPC, and finds out the deep reasons for restricting the development of CNPC. At the same time, the performance management model of PetroChina Lubricating Oil Company is compared with that of Dutch Shell Company by using the comparative research method, and the enlightenment to our company performance management is analyzed. Finally, according to the problems existing in the performance management of PetroChina Lubricant Company, this paper puts forward innovative strategies to strengthen the performance management of employees from the aspects of implementing the overall performance management and establishing the employee performance management system.
【学位授予单位】：大连海事大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.72

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