H单位贸易监管人员绩效考核体系构建
发布时间：2018-11-07 12:21
【摘要】：随着事业单位改革的深入发展和企业人力资源管理模式的引进。构建科学高效的人力资源模式的关键是加强和改进事业单位的绩效考核管理工作。通过绩效管理,对员工的工作态度、工作水平、工作成果进行考量,提高员工个人素质的同时,促进单位战略目标实现,让员工从绩效考核中充分体会到个人价值和个人劳动成果对集体的贡献,实现个人与集体共同发展的良性循环成为了绩效考核的真正意义所在。本文选取了事业单位执法部门中的贸易监管人员作为研究对象。采用了文献研究法、调查问卷法和个别访谈法等方法进行研究,最终确定了绩效考核的改进思路,构建了基于胜任力要素的KPI绩效考核指标,改善了绩效考核流程。本文的重点工作在于:1)阐述贸易监管人员的工作特点;2)对贸易监管人员的考核现状进行描述,并归纳当前考核存在的问题,找出存在问题的原因;3)根据贸易监管人员工作特点,结合岗位胜任力要素确定绩效考核的KPI指标;4)通过对考核目标、考核氛围、考核指标、考核权重的构建,建立有效地绩效考核长效机制。希望通过对贸易监管人员绩效考核的研究,能够提升绩效考核在事业单位人力资源管理中的地位,加强绩效管理在员工晋升和培训中的作用。
[Abstract]:With the deep development of institution reform and the introduction of enterprise human resource management model. The key to construct a scientific and efficient human resource model is to strengthen and improve the performance appraisal management of institutions. Through the performance management, to the employee's work attitude, the work level, the work result carries on the consideration, enhances the employee individual quality, promotes the unit strategic goal to realize at the same time, It is the real meaning of performance appraisal to let the staff fully realize the individual value and individual labor achievements' contribution to the collective from the performance appraisal, and realize the virtuous circle of individual and collective common development. This article selects the trade supervisor in the law enforcement department of the institution as the research object. This paper adopts the methods of literature research, questionnaire and individual interview to study, finally determines the idea of improving performance appraisal, constructs the KPI performance appraisal index based on competency factors, and improves the performance appraisal process. The main work of this paper is as follows: 1) expounding the working characteristics of trade supervisors, 2) describing the present situation of the assessment of trade supervisors, summarizing the problems existing in the current assessment, and finding out the reasons for the problems. 3) according to the work characteristics of the trade supervisor, the KPI index of the performance appraisal is determined by combining the post competency factor; 4) through the construction of the assessment target, the examination atmosphere, the appraisal index, the appraisal weight, the effective long-term performance appraisal mechanism is established. It is hoped that through the research on the performance appraisal of trade supervisors, it can enhance the status of performance appraisal in human resource management of institutions and strengthen the role of performance management in staff promotion and training.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3
本文编号：2316360
[Abstract]:With the deep development of institution reform and the introduction of enterprise human resource management model. The key to construct a scientific and efficient human resource model is to strengthen and improve the performance appraisal management of institutions. Through the performance management, to the employee's work attitude, the work level, the work result carries on the consideration, enhances the employee individual quality, promotes the unit strategic goal to realize at the same time, It is the real meaning of performance appraisal to let the staff fully realize the individual value and individual labor achievements' contribution to the collective from the performance appraisal, and realize the virtuous circle of individual and collective common development. This article selects the trade supervisor in the law enforcement department of the institution as the research object. This paper adopts the methods of literature research, questionnaire and individual interview to study, finally determines the idea of improving performance appraisal, constructs the KPI performance appraisal index based on competency factors, and improves the performance appraisal process. The main work of this paper is as follows: 1) expounding the working characteristics of trade supervisors, 2) describing the present situation of the assessment of trade supervisors, summarizing the problems existing in the current assessment, and finding out the reasons for the problems. 3) according to the work characteristics of the trade supervisor, the KPI index of the performance appraisal is determined by combining the post competency factor; 4) through the construction of the assessment target, the examination atmosphere, the appraisal index, the appraisal weight, the effective long-term performance appraisal mechanism is established. It is hoped that through the research on the performance appraisal of trade supervisors, it can enhance the status of performance appraisal in human resource management of institutions and strengthen the role of performance management in staff promotion and training.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3
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