BS矿中层管理人员绩效考评问题与改进研究

发布时间：2018-11-13 19:37

【摘要】：在企业运营管理中,中层管理人员是高层次人才的强大后备军和潜在竞争者,是企业重要的人才资本。绩效考评是现代人力资源管理的核心问题,科学、系统、有效的中层管理人员绩效考评,是发现、培育中层管理人才,充分调动其积极性,创造高绩效的有效手段,是企业成长发展的持续动力源泉。因此改进中层管理人员绩效考评,引导和激励中层管理人员的行为和组织目标一致,是企业管理先进性的重要体现。 BS矿自2007年组建以来,对中层管理人员绩效考评做了一定工作,但由于BS矿对中层管理人员绩效考评被忽视,考评指标构建缺乏科学性和完整性,考评指标缺乏清晰界定与等级描述,评价者缺乏对考评目的的正确认识,评价主体难以获取信息进行考评,考评方法过于简单且缺乏针对性,考评缺乏有效反馈,考评结果未得到有效应用,致使BS矿中层管理人员绩效考评沦为员工眼中的“鸡肋”,绩效考评结果趋于平均化,最终流于形式,浪费了公司人力财力,影响了公司战略目标的实现,阻碍了公司发展。本文对BS矿中层管理人员绩效考评工作从满意度、精确性角度进行诊断,得出结论,找出其产生问题的根源。结合BS矿的具体情况以及有色矿企业绩效考评的状况,在BS矿原有绩效考评的基础上,从明确绩效考评目的,加强考评组织建设,完善考评指标体系,选择科学方法,及时进行反馈,用活考评结果等方面进行改进,使BS矿中层管理人员的绩效考评更加科学合理。本文通过对BS矿中层管理人员绩效考评现状进行研究和改进,不仅对BS矿完善中层管理人员考评体系具有现实意义,也对其他有色矿企业加强此方面工作有一定的借鉴意义。
[Abstract]:In the operation and management of enterprises, middle managers are the strong reserve force and potential competitors of high-level talents, and they are the important talent capital of enterprises. Performance appraisal is the core problem of modern human resource management. Scientific, systematic and effective performance evaluation of middle management personnel is an effective means to find, cultivate middle management talents, fully arouse their enthusiasm, and create high performance. Is the enterprise growth and development of the source of sustained power. Therefore, it is an important embodiment of the advanced nature of enterprise management to improve the performance evaluation of middle managers and to guide and motivate the middle managers' behavior and organizational goal. Since the establishment of BS mine in 2007, it has done some work to evaluate the performance of middle managers. However, due to the neglect of the performance evaluation of middle managers in BS mine, the construction of evaluation index is not scientific and complete. The evaluation index lacks clear definition and grade description, the evaluator lacks the correct understanding of the purpose of the evaluation, the evaluation subject is difficult to obtain information for evaluation, the evaluation method is too simple and lacks pertinence, and the evaluation lacks effective feedback. The results of the evaluation are not effectively applied, which makes the performance appraisal of the middle managers of BS mine become the "chicken rib" in the eyes of the employees, and the results of the performance appraisal tend to be average, and finally become a mere formality and waste the human and financial resources of the company. It affects the realization of the strategic goal of the company and hinders the development of the company. This paper makes a diagnosis of the performance evaluation of middle managers in BS mine from the angle of satisfaction and accuracy, draws a conclusion, and finds out the root causes of the problems. Combined with the concrete situation of BS mine and the status of performance evaluation of non-ferrous ore enterprises, on the basis of the original performance evaluation of BS mine, from the point of defining the purpose of performance appraisal, strengthening the construction of evaluation organization, perfecting the evaluation index system and selecting scientific methods, In order to make the performance evaluation of middle managers of BS mine more scientific and reasonable, timely feedback and improvement with the results of active evaluation are carried out. Through the research and improvement on the status quo of the performance evaluation of middle managers in BS mine, this paper not only has practical significance for improving the evaluation system of middle managers in BS mine, but also has certain reference significance for other non-ferrous mining enterprises to strengthen this aspect of work.
【学位授予单位】：湖南师范大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.1

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