吉林A保险股份有限公司基层员工绩效管理优化

发布时间：2018-07-02 13:16

本文选题：基层员工 + 绩效考核　；参考：《吉林大学》2013年硕士论文

【摘要】：绩效管理是人力资源管理的重要组成部分，良好的考核与绩效管理对企业的战略发展和保持竞争优势非常重要，是企业持续发展的重要保证，同时，绩效管理也是指导和支持员工有效工作的方法，，旨在帮助开发个体潜能，实现工作目标。西方发达国家不断实施绩效管理，将其作为企业发展和提高管理效果的重要手段。如何设计一套科学合理的绩效考核体系、符合企业实际情况的绩效考核指标，对于提升企业业务和市场竞争力至关重要。本文以吉林A保险公司2012年员工绩效考核体系为背景，通过对A公司基层员工绩效考核的现状进行实际调查，发现其存在的主要问题并进行逐一分析，运用绩效考核理论、目标管理理论、关键业绩指标法（KPI）等相关理论，制定了A保险公司基层员工绩效考核方案。新的绩效考核管理方案，对不同岗位的员工考核不同的指标，根据工作的性质考核过程指标和结果指标，并将基层员工的考核指标设定在3个以内，考核体系更加明晰，工作重点更具有倾向性，两个员工无重复工作内容，并进一步设定每个指标考核的标准值，对于后援服务人员，考核工作对象的服务满意度，实施上级主管的“老板负责制”，量化每一个考核指标，积极鼓励员工的工作积极性，赏罚分明，并将绩效考核的结果在薪酬中体现。通过对A保险公司员工绩效考核的方案优化，为进一步提升整个公司的绩效管理提供支持。本文根据新的员工绩效考核方案，对A保险公司员工进行季度考核，汇总各个岗位员工考核的业务数据，后援服务人员进行服务对象打分和主管评分，对所有考核数据进行标准化处理，结果发现公司的整体业务、员工工作的积极性、自主服务的意识都有不同程度的提升，实现公司业务与员工薪酬的双增长。最后,本文结合A保险公司员工绩效考核的实际情况,根据KPI绩效考核实施过程中遇到的系列问题和挑战,进一步提出相应的改进策略,包括KPI体系与企业战略、KPI与薪酬管理、KPI与人力资源管理、KPI与员工职业发展等策略等,用于提高公司绩效管理水平,为企业的长远发展做准备,并为类似企业提供有益的帮助和借鉴。
[Abstract]:Performance management is an important part of human resource management. Good appraisal and performance management is very important for the strategic development of enterprises and the maintenance of competitive advantage, is an important guarantee for the sustainable development of enterprises, at the same time, Performance management is also a way to guide and support employees to work effectively, to help develop individual potential and achieve work goals. Western developed countries continue to implement performance management as an important means of enterprise development and improve the effectiveness of management. How to design a set of scientific and reasonable performance appraisal system, in line with the actual situation of the enterprise performance evaluation indicators, to enhance the business and market competitiveness of enterprises is very important. Based on the employee performance appraisal system of Jilin A Insurance Company in 2012, through the actual investigation of the current situation of the performance appraisal of the grass-roots employees of the A Company, this paper finds out its main problems and analyzes them one by one, and applies the theory of performance appraisal. Objective management theory, key performance index method (KPI) and other related theories, establish A insurance company grass-roots employee performance evaluation scheme. The new performance appraisal management scheme, for different positions of staff assessment of different indicators, according to the nature of the work assessment process indicators and results indicators, and the grass-roots staff assessment indicators set at 3, the assessment system is more clear, The focus of work is more tendentious, the two employees do not duplicate the work content, and further set the standard value of each index to assess the service satisfaction of the backup service personnel, assess the work object, and implement the "boss responsibility system" of the superior supervisor. Quantify each appraisal index, actively encourage employee's work enthusiasm, reward and punish clearly, and the result of the performance appraisal is reflected in the salary. Through the optimization of employee performance appraisal scheme of A insurance company, it provides support for further improving the performance management of the whole company. According to the new employee performance appraisal scheme, this article carries on the quarterly appraisal to the A insurance company employee, summarizes the service data of each post employee, the backup service staff carries on the service object score and the supervisor score, The results show that the whole business of the company, the enthusiasm of the employees, the consciousness of independent service are improved to some extent, and the increase of the company's business and employee's salary is realized. Finally, according to the actual situation of employee performance appraisal in A insurance company, according to the series of problems and challenges encountered in the implementation of KPI performance appraisal, the corresponding improvement strategies are put forward. Including KPI system, enterprise strategy, KPI and compensation management, KPI and human resource management, KPI and employee career development, etc., which are used to improve the performance management level of the company and prepare for the long-term development of the enterprise. And for similar enterprises to provide useful help and reference.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F842.3

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