SW建筑公司员工绩效考核体系设计

发布时间：2018-03-13 20:17

本文选题：绩效考核体系　切入点：考核指标　出处：《西南科技大学》2014年硕士论文　论文类型：学位论文

【摘要】：改革开放以来,经济高速发展的同时也使得市场的竞争越来越激烈,这对建筑业的发展来说既是机遇也是前所未有的挑战。面对激烈的市场竞争,企业要想在市场竞争中处于优势地位,企业间的人才竞争将成为决定成败的关键因素之一。因此,对企业来说如何更好的引吸和留住人才就成了许多企业必须尽快解决的问题。在企业中开展有效的人力资源管理是企业在人才竞争中的制胜法宝,而绩效考核作为人力资源管理的主要内容,可以作为薪酬和升职的参考依据、可以有效的调动员工的工作积极性、可以提高企业的经济效益,必然受到企业的关注。本文的研究主体——SW建筑公司,公司的绩效考核工作还停留在初级阶段,特别在员工考核方法选择上,还采用传统的简单排序、领导评价、关键事件等主观因素占主导的方法,绩效考核发挥不了应有的效果,这在一定程度上直接导致了企业员工工作积极性不高、企业内部凝聚力和核心竞争力减弱、企业人才流失严重等问题。因而制定一套科学、公平、公正又与企业发展特点相适应的绩效考核制度及指标体系,从而引导提升和巩固SW建筑公司在建筑施工业中的市场地位,以及实现为把公司建成川东北龙头建筑企业的战略目标,都有着十分重要的意义。本文客观地分析了SW建筑公司在员工绩效考核中存在的问题和问题产生的原因,结合现代人力资源管理和绩效考核的基本理论,通过组织结构调整、工作岗位分析、绩效考核指标体系设计、绩效考核体系实施以及结果运用这一系列措施,制定了一套科学合理的员工绩效考核体系,并对其绩效考核的实施提出了一些建议和对策。旨在帮助企业解决在经营过程中出现的问题,实现企业的可持续发展。
[Abstract]:Since the reform and opening up, the rapid development of the economy has also made the competition in the market more and more intense, which is both an opportunity and an unprecedented challenge for the development of the construction industry. If an enterprise wants to be in an advantageous position in market competition, the talent competition among enterprises will become one of the key factors determining the success or failure of the enterprise. For enterprises, how to attract and retain talents better has become a problem that many enterprises must solve as soon as possible. It is a magic weapon for enterprises to carry out effective human resource management in the competition for talents. As the main content of human resource management, performance appraisal can be used as the reference for salary and promotion, can effectively mobilize the enthusiasm of employees, and can improve the economic benefits of enterprises. The research subject of this paper, SW Construction Company, is still in the primary stage, especially in the selection of employee assessment methods, and also adopts the traditional simple ranking and leadership evaluation. The subjective factors such as key events are dominant, and the performance appraisal can not play its due effect. To some extent, this directly leads to the low enthusiasm of the employees, the weakening of the cohesion and the core competitiveness of the enterprise. Therefore, a set of scientific, fair, fair and suitable performance appraisal system and index system in accordance with the characteristics of enterprise development should be formulated to guide and consolidate SW Construction Company's market position in the construction industry. It is of great significance to realize the strategic goal of building the company into a leading construction enterprise in Northeast Sichuan. This paper objectively analyzes the problems and causes of the problems in the employee performance appraisal of SW Construction Company. Combined with the basic theory of modern human resource management and performance appraisal, through the adjustment of organizational structure, job analysis, design of performance appraisal index system, implementation of performance appraisal system and application of results, This paper formulates a set of scientific and reasonable employee performance appraisal system, and puts forward some suggestions and countermeasures for the implementation of its performance appraisal, in order to help the enterprise solve the problems in the course of operation and realize the sustainable development of the enterprise.
【学位授予单位】：西南科技大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.92

【参考文献】