内蒙古精整分厂员工绩效考核体系优化设计

发布时间：2018-03-30 19:04

本文选题：人力资源管理　切入点：绩效考核　出处：《长沙理工大学》2014年硕士论文

【摘要】：目前企业间的竞争归根结底是人才的竞争,如何正确的、科学的评价员工的绩效水平又是一个重要因素。企业如果想要在市场上获取竞争优势,针对于提升企业绩效的员工考核也是关键因素之一。所以,积极建构和现代企业制度相适应的绩效评价制度已成为决定今后企业生存发展的必然选择。精整分厂是内蒙古精铝集团的先进厂区,是整个集团公司的标杆厂区。公司采用逐级考核原则,由公司考核各分厂、部室,分厂、部室考核班组,班组考核个人。根据各分厂、部室的工作性质和内容的不同,分别制定考核标准进行考核。精整分厂在绩效考核方面却存在很多问题。月季度考核流于形式,工资没能反应真实业绩,年终奖励一次时间太长,奖励性措施很少,惩罚项目很多等问题,由此引发了员工工作积极性下降,对企业日常管理有抵触情绪以及员工大量流失等现象。本论文根据公司现状,在通过访谈及问卷调查,对现有绩效考核体系中存在的问题进行分析。同时运用科学的设计方法,设计一套合理的绩效考核体系,以帮助企业解决现在所面临的问题,满足员工的在绩效考核方面的要求,提高员工工作效率,推进企业快速发展。
[Abstract]:At present, the competition among enterprises is ultimately the competition of talents. How to evaluate the performance level of employees scientifically is also an important factor. If enterprises want to gain competitive advantage in the market, Employee appraisal is also one of the key factors to improve the performance of the enterprise. It has become an inevitable choice for enterprises to survive and develop in the future by actively constructing the performance evaluation system suitable for the modern enterprise system. The finishing plant is the advanced factory area of Inner Mongolia Fine Aluminium Group. It is the benchmarking factory area of the whole group company. The company adopts the principle of step by step examination. The company assesses all branches, departments, offices, departments, departments, departments, departments, departments, departments, departments, departments, departments, departments, departments, departments, departments, departments, departments, departments, departments, departments, departments, departments, departments, departments, departments, departments, departments, departments, departments, departments, departments, departments. The whole factory has many problems in performance appraisal. The monthly quarterly appraisal is mere formality, the salary does not reflect the real achievement, the year end reward time is too long, the incentive measure is few, There are many problems such as punishing the project, which leads to the decrease of the enthusiasm of the staff, the resistance to the daily management of the enterprise and the loss of the staff, etc. According to the current situation of the company, this paper adopts interviews and questionnaires, and so on. The problems in the existing performance appraisal system are analyzed, and a set of reasonable performance appraisal system is designed by using scientific design method to help enterprises solve the problems they face now. Meet the performance evaluation requirements of employees, improve the efficiency of staff, and promote the rapid development of enterprises.
【学位授予单位】：长沙理工大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.32

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