JT公司绩效考核体系的诊断与优化设计

发布时间：2018-04-18 13:24

本文选题：JT + 保险公司　；参考：《电子科技大学》2017年硕士论文

【摘要】：绩效考核是企业绩效管理的一个重要环节,仅仅停留在形式上的考核只会增加无效的管理成本,只有真正有效的绩效考核才能促进公司业绩的发展。绩效考核体系应与公司战略发展息息相关,引导员工将工作重心朝公司期望的方向发展,绩效考核的实施是为了充分辨别员工的绩效表现,对员工做出客观公正的评价,将表现优异的员工辨识出来始终是考核的第一要务,绩效考核体系的应用需要充分匹配对表现优异员工的激励,以充分发挥绩效考核的引导作用,为员工树立榜样。JT公司作为一家初创不久的保险公司,随着股东结构的变化,公司的经营方向与策略也随之发生变化,目前已完成新三板的上市,变化中的JT公司需要摸索出适合自身特点的绩效考核体系,绩效考核体系对员工队伍的士气及行为都有不可比拟的影响,考核重在监控过程,但员工们却更在意的是考核结果及考核激励。现有的绩效考核体系存在着考核指标设计不完善,考核规则不清晰,考核导向不明确等问题,每年考核结束后,都会有不同层级人员表达出对考核结果甚至是考核体系的不认同,这不仅影响了员工的工作态度,也导致了整体工作氛围的消极。近两年,不仅基层员工大量流失,中高层人员的异动也相当频繁,人才的大量流失与现行考核体系存在着密不可分的关系。为更好的支持公司业绩发展,本文希望通过分析JT公司所面临的企业战略变革问题,结合绩效考核设计的相关理论知识和过去几年绩效考核中实际所遇到的各类问题,并通过员工敬业度和满意度问卷调查、各层级人员访谈、与行业标杆对比等方法,厘清JT公司的业务发展战略,进行JT公司总分机构之间的内部公平性和外部竞争性分析,诊断JT公司在战略变革下的绩效考核问题,重新设计出在新的战略模式下适合JT持续发展的绩效考核体系,使之适应目前行业发展和内部五年规划发展。本文对同样处于初创期和战略变革期的保险公司绩效考核体系的搭建与提升具有一定的借鉴意义,为国内面临变革的初创期企业实现逐步稳定盈利和健康发展提出可行性建议,具有较强的针对性和实用性。
[Abstract]:Performance appraisal is an important part of enterprise performance management. Merely staying in form will only increase the ineffective management cost, and only truly effective performance appraisal can promote the development of company performance.The performance appraisal system should be closely related to the development of the company strategy, and guide the staff to focus their work towards the direction expected by the company. The implementation of the performance appraisal is to fully distinguish the performance of the employees and to make an objective and fair evaluation of the employees.The identification of employees with excellent performance is always the first priority of the evaluation. The application of performance appraisal system needs to match the incentive to the excellent performance staff, so as to give full play to the guiding role of performance appraisal.As a newly established insurance company, with the change of shareholder structure, the management direction and strategy of JT Company has also changed. At present, the listing of the new third board has been completed.The changing JT company needs to find out a performance appraisal system suitable for its own characteristics. The performance appraisal system has an incomparable effect on the morale and behavior of the staff, and the assessment focuses on the monitoring process.But employees care more about the results and incentives.The existing performance appraisal system has problems such as imperfect design of appraisal indexes, unclear assessment rules, unclear assessment direction, and so on.There will be people at different levels to express their disapproval of the assessment results or even the evaluation system, which not only affects the working attitude of the staff, but also leads to the negative working atmosphere.In the past two years, not only the grass-roots staff have been losing a great deal, but also the middle and high level personnel have changed a lot, and there is a close relationship between the massive loss of talents and the current examination system.In order to better support the development of the company's performance, this paper hopes to analyze the corporate strategic change problems faced by JT Company, combined with the relevant theoretical knowledge of performance appraisal design and the actual problems encountered in the performance appraisal in the past few years.Through the questionnaire survey of employee engagement and satisfaction, the interview of staff at all levels, and the comparison with the industry benchmark, this paper clarifies the business development strategy of JT Company, and analyzes the internal fairness and external competitiveness among the total sub-organizations of JT Company.To diagnose the performance appraisal problem of JT Company under the strategic change, to redesign the performance appraisal system suitable for JT sustainable development under the new strategic mode, and to make it adapt to the current industry development and the internal five-year planning development.This paper has some reference significance for the establishment and promotion of the performance appraisal system of insurance companies, which are also in the initial period and strategic change period, and puts forward some feasible suggestions for the domestic enterprises in the initial period facing change to realize the steady profit and healthy development step by step.It has strong pertinence and practicability.
【学位授予单位】：电子科技大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F842.3

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