基于360度的南昌市政公用集团绩效管理研究

发布时间：2018-03-01 00:32

本文关键词： 事业单位绩效考核 360度绩效考核　出处：《南昌大学》2015年硕士论文　论文类型：学位论文

【摘要】：传统的一些事业单位员工考核,大多是一维的考核,或是上级对下级的直接考核,或是单从业绩考核,都难以保证公平公正,对个人真实的价值也没能很好地体现出来。360度绩效考核方法可以说是我国事业单位考核,截至目前,最适合的考评方法。其考核方法的关注点在绩效反馈上,这是着眼于企业的未来,实施在企业内部人员身上,切合时代发展趋势的正确做法。不论是哪一种绩效考核方式,其均来自于日常生活,针对传统绩效考核管理体制中存在的问题和缺陷,360度绩效考核管理体制进行了改革和创新。市政公用集团建立健全内部绩效考核管理体制,实施360度绩效考核管理办法,显得意义深远而重大。本文笔者在针对南昌市政公用集团内部绩效考核管理体制研究的过程中,通过对传统绩效考核方法的研究,认为360度绩效考核管理体制最为有效。当然,如果将平衡记分卡方法与360度绩效考核方法结合起来,其效果最为理想。通过对360度绩效考核办法的研究和分析,设计和规范了南昌市政公用集团员工绩效考核体系。继而,通过分析南昌市市政公用集团现行绩效考核体系存在的问题,笔者认为一是对绩效考核目的的认识有误,二是考核体系不科学,标准模糊,三是绩效沟通机制不健,四是部门目标与公司目标脱节,五是考核激励作用不强。根据事业单位员工的自身特征,针对每一个角色分别进行绩效考核管理方法的设计,将绩效考核指标划分为两类:一是行为指标;二是结果指标,从三个方面对职工展开绩效考核:一是能力方面;二是业绩方面;三是态度方面。在进行绩效考核的过程中,每一类工作人员的考核标准略有不同,各指标权重设置也存在一定的差别,权重的设置要造相应的判断矩阵,并检验其有效性来获得。通过对南昌市市政公用集团的工程管理部现有职工展开绩效考核工作,从考核的情况来看,满足考核的终极目标。从职工岗位、级别等进行了有效划分,并合理设置了各指标的权重。通过360度绩效考核办法的有效运用,能够从本质上发现集团内部潜在的不足和缺陷。
[Abstract]:The traditional assessment of employees in some institutions, most of which are one-dimensional, or the direct assessment of subordinates by the superiors, or the assessment of performance alone, is difficult to guarantee fairness and fairness. The real value of the individual is not well reflected in the .360 degree performance appraisal method, which can be said to be the most suitable appraisal method for institutions in our country up to now. The focus of the assessment method is on performance feedback. This is the right way to focus on the future of the enterprise, to implement it on the inside of the enterprise and to keep pace with the development of the times. No matter what kind of performance appraisal method, it all comes from daily life. Aiming at the problems and defects existing in the traditional performance appraisal management system, this paper has carried on the reform and innovation of the 360-degree performance appraisal management system. The municipal public group has established and perfected the internal performance appraisal management system and implemented the 360-degree performance appraisal management method. In the process of studying the internal performance appraisal management system of Nanchang Municipal Public Group, the author thinks that 360 degree performance appraisal management system is the most effective through the research of traditional performance appraisal method. If the balanced Scorecard method is combined with the 360-degree performance appraisal method, its effect is the most ideal. Through the research and analysis of the 360-degree performance appraisal method, the performance appraisal system of Nanchang Municipal Public Group is designed and standardized. Based on the analysis of the problems existing in the current performance appraisal system of Nanchang Municipal Public Group, the author thinks that one is the wrong understanding of the purpose of performance appraisal, the other is that the appraisal system is not scientific, the standard is vague, and the performance communication mechanism is not healthy. The fourth is the disconnection between the department goal and the company goal, and the fifth is that the function of appraisal and encouragement is not strong. According to the characteristics of the employees of the institution, the design of the performance appraisal management method is carried out for each role separately. The performance appraisal index is divided into two categories: one is the behavior index; the other is the result index, which carries out the performance appraisal to the staff from three aspects: one is the ability aspect; the other is the performance aspect; the third is the attitude aspect. The assessment criteria for each category of staff are slightly different, and there are certain differences in the setting of weights for each index. The setting of weights should be based on a corresponding judgment matrix. And test its effectiveness to obtain. Through the existing staff and workers of Nanchang Municipal Public Administration Department of Engineering Management, from the assessment of the situation, to meet the ultimate goal of the assessment. From the position of the staff and workers, Through the effective use of 360 degree performance appraisal method, the potential deficiencies and defects in the group can be found in essence.
【学位授予单位】：南昌大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630

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