中移动武汉分公司绩效考核优化研究

发布时间：2018-03-25 00:36

本文选题：绩效考核　切入点：指标体系　出处：《华中科技大学》2013年硕士论文

【摘要】：随着市场经济改革的逐步深入，国有企业对内部的员工绩效考核越来越重视。但由于通信企业自身的国有特性、历史遗留的诸多问题以及绩效考核过程中本身存在的各种不确定性因素，导致考核难以达到令人满意的效果，而绩效考核的有效性和员工激励的设计是否科学又有着直接关系，因此对绩效考核体系的和激励机制的深入研究成为通信企业研究的重大课题。本文深入研究了目前国内外绩效考核与激励机制研究现状，在充分理解我国通信行业资深特点和中移动武汉分公司本部绩效考核与激励机制现状的基础上，指出该公司的绩效管理存在绩效考核体系不健全不系统、指标设计不科学不适用、考核方法不合理并缺乏全员参与、绩效考核结果没有有效利用等主要问题，其员工激励现状也不尽如人意。本文针对这些问题，运用关键绩效指标（KPI）和平衡计分卡（BSC）的等管理思想，，对中移动武汉分公司本部绩效考核与激励对策的改善提出了基本思路，在绩效考核构建层面明确了考核体系的设计思路和基本内容、绩效考核指标体系的设计及该体系有效实施所需要的保障；在激励机制构建层面，提出了本部激励机制建立的基本原则，从薪酬激励、绩效激励和其他激励三个方面提出了改进设计的意见。根据这两个层面的构建，从而形成完整的员工考核机制和激励机制，以此促进部门绩效和员工绩效的提升，最终带动公司整体绩效的改善，从而为公司发展战略目标的实现打下坚实的基础。笔者希望能为国内通信公司绩效考核在人力资源管理中的应用的实施，起到一定的参考作用，以期对通信公司现有绩效考核模式和激励机制的建立有一定的指导意义。
[Abstract]:With the deepening of the market economy reform, state-owned enterprises pay more and more attention to the internal performance appraisal of employees. However, due to the state-owned characteristics of the communication enterprises, Many problems left over by history and various uncertain factors existing in the process of performance appraisal lead to the difficulty of achieving satisfactory results. However, the effectiveness of performance appraisal is directly related to whether the design of employee motivation is scientific or not. Therefore, the in-depth study of performance appraisal system and incentive mechanism has become a major topic of communication enterprises. This paper deeply studies the current research situation of performance appraisal and incentive mechanism at home and abroad, on the basis of fully understanding the senior characteristics of communication industry in China and the present situation of performance appraisal and incentive mechanism of China Mobile Wuhan Branch. It is pointed out that the performance management of the company has the following main problems: the performance appraisal system is not perfect, the index design is not scientific and not applicable, the evaluation method is unreasonable and lacks the participation of all the staff, and the results of the performance appraisal are not effectively utilized. Aiming at these problems, this paper puts forward some basic ideas on how to improve the performance appraisal and incentive countermeasures of Wuhan Branch of China Mobile by using the management ideas of KPI (key performance Index) and BSCB (balanced Scorecard). At the level of performance appraisal construction, the design ideas and basic contents of performance appraisal system, the design of performance appraisal index system and the guarantee needed for its effective implementation are clarified. This paper puts forward the basic principles of the establishment of incentive mechanism in this part, and puts forward some suggestions for improving the design from three aspects of salary incentive, performance incentive and other incentive. According to the construction of these two levels, the complete employee appraisal mechanism and incentive mechanism are formed. In order to promote the performance of the department and the staff performance, ultimately driving the improvement of the overall performance of the company, thus laying a solid foundation for the realization of the strategic objectives of the development of the company. The author hopes to play a certain reference role in the implementation of the application of performance appraisal in the human resource management of domestic communication companies, with a view to guiding the establishment of the existing performance appraisal model and incentive mechanism of the communication companies.
【学位授予单位】：华中科技大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F626

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