南海航海保障中心绩效考核研究

发布时间：2018-03-29 10:43

本文选题：绩效　切入点：绩效考核　出处：《大连海事大学》2015年硕士论文

【摘要】：绩效考核作为当前我国公共部门人力资源管理的核心内容之一,在事业单位体制改革的大背景下,具有重要意义。它可以有效促进组织绩效的整体提升,推进绩效工资制度的实施和收入分配制度的完善,激发职工的工作积极性,加快优秀人才的培养,促进公共服务质量的改善,提高社会对公共服务的满意度及单位的整体形象。南海航海保障中心作为直属海事系统2012年实施核编转制后新成立的公共服务事业单位,主要负责辖区范围内的海事航标建设养护、水上安全通信、港口航道测量绘图等工作,对辖区航行船舶提供技术支持,承担着航运经济的服务保障职能,具有公益服务性质。当前南海航海保障中心的绩效考核处于初级探索阶段,实际应用的绩效考核体系还有很多需要改进的地方。建立新的绩效考核体系,优化现有绩效工资实施办法,对增进南海航海保障中心各单位的组织绩效、促进其自身发展、提高公众满意需求具有重要的现实意义。本文以近年来事业单位推进分类改革和直属海事系统实施核编转制为背景,对南海航海保障中心当前绩效考核实施中存在的问题和原因进行解读,并提出相应的对策。主要分为三个部分：第一部分主要介绍事业单位绩效考核的相关理论；第二部分根据南海航海保障中心的实际情况,指出实施绩效考核过程中由于绩效考核定位不明确、绩效考核体系设计不科学、激励机制不足、实施绩效考核的内部环境有待改善等因素影响,导致绩效考核结果存在绩效考核指标不能准确反映组织绩效、绩效考核标准难以确定、绩效考核方法不科学、绩效考核结果利用不合理、没有按照考核结果对组织绩效进行持续改进等问题；第三部分在前面两部分内容的基础上,设计出涵盖了考核理念、考核指标、考核主体、考核方法、考核程序和考核机制等内容在内的绩效考核体系,以期能够促进南海航海保障中心绩效考核的优化,加快组织绩效的提升和绩效工资改革的推进工作。
[Abstract]:As one of the core contents of human resources management in public sector, performance appraisal is of great significance under the background of institutional reform in China. It can effectively promote the overall improvement of organizational performance. To promote the implementation of the performance pay system and the improvement of the income distribution system, to stimulate the work enthusiasm of the staff and workers, to speed up the training of outstanding personnel, and to promote the improvement of the quality of public services, The South China Sea Maritime support Center, as a newly established public service institution directly under the maritime system after the implementation of the nuclear restructuring system in 2012, will enhance the social satisfaction of the public service and the overall image of the unit. Mainly responsible for the construction and maintenance of maritime navigation aids within the jurisdiction, water safety communication, port channel surveying and mapping, etc., to provide technical support to navigation vessels in the jurisdiction, and to assume the service and safeguard functions of shipping economy, At present, the performance appraisal of the South China Sea Navigation Security Center is in the initial stage of exploration, and there are still many areas that need to be improved in the actual application of the performance appraisal system. A new performance appraisal system is established. To optimize the existing measures for implementing performance pay, to enhance the organizational performance of the various units of the South China Sea Maritime Security Center, and to promote its own development, It is of great practical significance to improve the public satisfaction demand. This paper takes the reform of classification and the implementation of nuclear transformation of maritime system directly under the background of institutions in recent years as the background. This paper interprets the existing problems and reasons in the implementation of the performance appraisal in the South China Sea Maritime support Center and puts forward the corresponding countermeasures. It is divided into three parts: the first part mainly introduces the relevant theories of the performance appraisal of the institutions; In the second part, according to the actual situation of the South China Sea Maritime support Center, it is pointed out that the performance appraisal system is not designed scientifically and the incentive mechanism is insufficient due to the unclear positioning of the performance appraisal system in the implementation of the performance appraisal process. The internal environment of the performance appraisal needs to be improved, which leads to the performance appraisal result that the performance appraisal index can not reflect the organization performance accurately, the performance appraisal standard is difficult to determine, the performance appraisal method is not scientific. The results of performance appraisal are not reasonable, and the performance of the organization has not been continuously improved according to the results of the appraisal. The third part, based on the two parts of the former, designed to cover the idea of assessment, the evaluation index, the main body of assessment, etc. The performance appraisal system, including the methods, procedure and mechanism of performance appraisal, is expected to promote the optimization of the performance appraisal of the Nanhai Maritime support Center, and to speed up the promotion of organizational performance and the promotion of the reform of performance pay.
【学位授予单位】：大连海事大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630

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