基于目标管理的新涛华宇集团员工绩效评估指标设计

发布时间：2018-01-07 15:15

本文关键词：基于目标管理的新涛华宇集团员工绩效评估指标设计　出处：《浙江工业大学》2015年硕士论文　论文类型：学位论文

【摘要】：企业竞争的核心在于人才,科学合理的员工绩效评估不仅是人力资源进行有效管理的重要基石,更是企业实现战略目标的有力支撑。如何建立合理有效的评估指标和激励机制以发挥人力资源的巨大潜力,为企业的发展和竞争提供充分的后备保障,已经成为了企业必须要面对和思考的关键问题。本文以新涛华宇控股集团为研究对象,通过调查发现,该集团现有的员工绩效评估指标存在评估目标和考核方式单一、评估指标定位和选取缺乏科学性等诸多问题。笔者基于目标管理理论,对其绩效评估指标进行了优化设计,将企业级战略目标逐层向下分解为部门级目标,最终细化到团队及个人目标,并对该指标的实施和保障机制进行了系统性优化。本文通过全面调研和深入分析,构建了一套符合新涛华宇集团发展要求的员工绩效评估指标,特别是对企业发展、财务管理、市场营销、工程装备、技术研发等部门的员工绩效评估指标进行了科学设计,使得员工绩效目标与企业整体战略目标相一致。本文还通过制定绩效评估指标实施方案和保障机制,提高了评估指标的合理性和可操作性。同时,研究表明,绩效沟通和绩效评估结果的反馈对绩效评估指标的实施至关重要。本文的研究结论,可以为同类企业绩效评估指标优化提供借鉴。
[Abstract]:The core of enterprise competition is talent, scientific and reasonable performance evaluation is not only an important cornerstone of the effective management of human resources, it is a strong support for enterprises to achieve strategic goals. The huge potential evaluation index and how to establish reasonable and effective incentive mechanism to the human resources, provide sufficient reserve guarantee for the development of enterprises and competition the key problem, the enterprise must face and thinking has become. Based on the new Tao Hua Yu holding group as the research object, through the survey, the existing staff performance evaluation index evaluation and assessment target group are single, many problems and selecting the evaluation index of the lack of scientific positioning. The author based on the theory of objective management the performance evaluation index, optimized design, the enterprise strategic goals layer decomposition down for departmental goals, and a final refinement to the team One goal, and the implementation and guarantee mechanism of the index of system optimization. In this paper, through a comprehensive investigation and in-depth analysis, constructed a set to conform to the development of new Tao Huayu group requirements of the staff performance evaluation index, especially for the development of enterprises, financial management, marketing, engineering equipment, technology development department employee performance evaluation index of the scientific design, making the overall strategic goal of enterprise employee performance objectives and consistent. This paper also through the establishment of performance evaluation index implementation scheme and safeguard mechanism, improve the evaluation index is reasonable and feasible. At the same time, the research shows that the performance of communication and feedback of performance evaluation result is crucial for the implementation evaluation of the index performance. The conclusions of this study can provide a reference for the evaluation and optimization of enterprise performance index similar.

【学位授予单位】：浙江工业大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92

【相似文献】