XT公司装维人员绩效管理体系优化设计

发布时间：2017-12-31 14:02

本文关键词：XT公司装维人员绩效管理体系优化设计　出处：《山东大学》2013年硕士论文　论文类型：学位论文

【摘要】：随着社会经济的快速发展,企业在不断向前发展,人力资源管理也随着外界环境的变化在不断变化发展着,人力资源的职责由早期的人事管理变得更加广泛和更富有战略性。如今,人力资源管理在很多方而协助企业的管理,其中绩效管理作为人力资源管理的重要组成部分,可以帮助员工工：作业绩连续性提高,可以确保员工工作绩效符合公司战略性目标,帮助公司实现战略目标。如何建立一套科学的绩效管理体系,以及如何准确地对员工绩效进行评价,成为企业关注的重点。关键绩效指标法作为一种有效的绩效衡量工具,受到了广泛关注。 XT公司成立于2009年,是一家按照现代企业制度建立起来的新型IT综合服务企业。业务主要涵盖软件开发与系统集成、信息与增值服务、工程建设、通信产品销售等。本文以XT公司装维人员为例,对其绩效管理体系进行优化设计,试通过做好装维人员绩效管理的试点工作,为公司全面开展绩效管理工作打好基础。本文通过对装维人员进行满意度调查与访谈,总结了装维人员绩效管理存在的问题,并进行深入分析。同时,本文运用了绩效管理的相关理论知识,对装维人员的绩效管理体系进行了优化。本文在设计绩效指标时将关键绩效指标法和目标管理法结合在一起,按照绩效管理的运作流程对装维人员的绩效管理体系进行优化设计。在设计时,关注管理者与员工在绩效管理全过程的持续双向沟通,引入了绩效申诉制度,扩大了绩效结果的应用范围,弥补了原有体系的不足,重新构建了符合公司实际,适合装维人员特点的绩效管理体系。本文的创新在于将绩效管理理论与装维人员的绩效管理现状有效结合,通过引入KPI对装维人员绩效管理体系进行优化设计,并构建了装维人员绩效评价表。 XT公司装维人员绩效管理体系的改进,对提高员工能力,改进员工和公司绩效有着重要的作用,对提高企业竞争力、实现战略目标有重要的意义。同时,通过对XT公司装维人员绩效管理体系的研究,为IT综合服务企业如何根据企业自身实际与特点,设计绩效管理体系提供参考和借鉴。
[Abstract]:With the rapid development of social economy, enterprises are constantly developing, human resource management is also changing with the changes of the external environment. The responsibilities of human resources have become more extensive and strategic from early personnel management. Nowadays, human resource management assists the management of enterprises in many ways. Performance management as an important part of human resources management can help employees: improve the continuity of performance and ensure that the performance of employees conforms to the strategic objectives of the company. How to establish a set of scientific performance management system and how to accurately evaluate employee performance. As an effective performance measurement tool, key performance indicators (KPIs) have been paid more and more attention. Founded in 2009, XT is a new IT integrated service enterprise established in accordance with modern enterprise system. The business mainly covers software development and system integration, information and value-added services, engineering construction. This paper takes XT company as an example to optimize its performance management system and try to do a good job in the pilot work of performance management. For the company to fully develop performance management work to lay a good foundation. Through the survey and interview of maintenance personnel, this paper summarizes the problems of performance management of maintenance personnel, and makes in-depth analysis. At the same time, this paper makes use of the relevant theoretical knowledge of performance management. The performance management system of maintenance personnel is optimized. In this paper, the key performance indicators and objective management methods are combined in the design of performance indicators, according to the operational process of performance management, the performance management system of maintenance personnel is optimized. Pay attention to the continuous two-way communication between managers and employees in the whole process of performance management, introduce the performance complaint system, expand the scope of application of performance results, make up for the shortcomings of the original system, and rebuild the company in line with the reality. The innovation of this paper is to effectively combine the theory of performance management with the current situation of performance management of maintenance personnel. Through the introduction of KPI to the maintenance personnel performance management system optimization design, and build the maintenance personnel performance evaluation form. The improvement of XT maintenance personnel performance management system plays an important role in improving staff ability, improving employee and company performance, improving the competitiveness of enterprises and achieving strategic goals. At the same time. Through the research on the performance management system of maintenance personnel in XT Company, it provides a reference for IT integrated service enterprises how to design the performance management system according to their own reality and characteristics.
【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F49

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