GB公司工程技术人员绩效考核体系改进研究

发布时间：2018-03-02 07:12

本文关键词： 工程技术人员绩效考核 KPI　出处：《广西大学》2014年硕士论文　论文类型：学位论文

【摘要】：在复杂的市场发展形势下,工程施工企业想要抓住机遇,成为技术含量高、融资能力强、管理水平高的工程施工龙头企业,必须要拥有一支能综合应用现代科学理论和技术手段,懂经济、会管理,兼备人文精神和科学精神的高素质工程技术人才队伍。GB公司作为国内一家经济、技术实力雄厚的施工企业,面临着技术人才流失,急需提升整体管理水平等管理难题。而绩效考核是现代企业人力资源管理的重要手段之一,建立一套符合企业管理需要的工程技术人员绩效考核体系,已经是许多施工企业作为挽留核心人才、提升技术能力和整体管理水平的重要手段。本文希望通过借鉴绩效考核等相关理论研究,全面分析GB公司工程技术人员绩效考核体系现状,提出对GB工程技术人员的绩效考核体系进行改进的建议,这对GB公司夯实管理基础、解决技术型员工流失问题、提升核心竞争力具有重要的理论和现实意义。同时,也希望能为该公司其它岗位的绩效考核或其它公司的绩效考核提供一种可借鉴的思路和方法。本文共分六章,其主要内容是：第一章绪论：说明研究背景、意义、目的及研究思路、框架和方法；针对国内外绩效考核相关理论和实践研究进行综述；第二章简述工程技术人员绩效考核理论研究分析,阐明工程技术人员的定义和绩效考核体系的涵义,并分析工程技术人员绩效考核的目的、特征及指标要求；第三章主要分析GB公司工程技术人员情况及特征现状,并通过设计调查问卷方式,该公司工程技术人员绩效考核体系存在问题,并对其原因进行剖析；第四章着重提出GB公司工程技术人员绩效考核体系的改进对策,通过修订考核维度、完善考核内容,提高指标量化程度、丰富考核主体,重视绩效反馈和结果应用等措施,改进原来考核体系的不足之处；第五章提出对GB公司工程技术人员绩效考核体系保障措施,引导技术人员重视绩效考核、加强绩效考核应用及高层支持；第六章重点完成本文结论和展望。
[Abstract]:In the complex market development situation, engineering construction enterprises want to seize the opportunity and become the leading engineering construction enterprises with high technology content, strong financing ability and high management level. We must have a team of high-quality engineering and technical personnel who can comprehensively apply modern scientific theories and technological means, understand economy, be able to manage, and have both humanistic and scientific spirit. GB Company is an economy in China. Construction enterprises with strong technical strength are faced with the loss of technical talents and need to improve the overall management level urgently. Performance appraisal is one of the important means of human resources management in modern enterprises. The establishment of a set of engineering and technical personnel performance appraisal system, which meets the needs of enterprise management, has become an important means for many construction enterprises to retain the core talents, enhance their technical ability and improve their overall management level. This paper hopes to analyze the present situation of engineering and technical personnel performance appraisal system of GB Company, and put forward some suggestions to improve the performance appraisal system of GB engineering and technical personnel by referring to the relevant theoretical research, such as performance appraisal. It is of great theoretical and practical significance for GB Company to consolidate the management foundation, solve the problem of the loss of technical employees and enhance the core competitiveness. At the same time, It also hopes to provide a method for the performance appraisal of other positions or other companies. This paper is divided into six chapters, the main contents are as follows: the first chapter is introduction: explain the research background, significance, purpose, research ideas, framework and methods; The second chapter briefly introduces the theoretical research and analysis of engineering technical personnel performance appraisal, clarifies the definition of engineering technical personnel and the meaning of performance appraisal system, and analyzes the purpose, characteristics and index requirements of engineering technical personnel performance appraisal. The third chapter mainly analyzes the status and characteristics of engineering and technical personnel in GB Company, and through the design of questionnaire, the problems in the performance appraisal system of engineering and technical personnel of GB Company are analyzed, and the reasons are analyzed. In chapter 4th, the author puts forward the measures to improve the performance appraisal system of engineering and technical personnel in GB Company. Through revising the evaluation dimension, perfecting the assessment content, improving the quantification degree of indicators, enriching the subject of assessment, attaching importance to the performance feedback and the application of results, etc. Chapter 5th puts forward the measures to guarantee the performance appraisal system of engineering and technical personnel of GB Company, leads the technicians to attach importance to the performance appraisal, and strengthens the application of performance appraisal and high-level support; Chapter 6th focuses on the conclusion and prospect of this paper.
【学位授予单位】：广西大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.92

【参考文献】