TF公司工程项目部管理人员业绩评价体系优化设计

发布时间：2018-04-14 10:09

本文选题：管理人员 + 业绩评价　；参考：《东北大学》2014年硕士论文

【摘要】：在建筑行业快速发展的今天,建筑行业经历了从计划经济到市场经济的转变,由粗放式经营到集约化管理模式的飞跃,建筑行业的发展已经朝着经营规模大、管理水平高、科技创新能力强的方向大步迈进。而建筑行业内的管理人才作为企业的特殊管理者,在日益激烈的市场竞争中发挥着举足轻重的作用,管理人才的业绩直接影响到项目部和企业的业绩。因此,建立科学的业绩评价体系是十分必要的。随着TF公司规模迅速扩张,工程项目部不断增加,科学规范的项目管理已经成为提高企业核心竞争力的关键,科学、合理、公平地对建筑施工企业项目部管理人员进行业绩评价,并据此进行岗位结构优化、薪酬福利调整、员工职业发展规划等工作,对提高项目管理水平具有十分重要的作用。因此,TF公司工程项目部迫切需要建立一个科学的、有效的业绩评价体系来充分调动项目部管理人员的积极性和工作热情,推动公司的激励机制完善,支撑公司的长远、稳定、快速的发展。本文首先介绍了研究背景、意义及项目部管理人员的特点,并结合TF公司工程项目部管理人员的现状,提出了本文的研究内容与研究思路；分析了TF公司工程项目部管理人员业绩评价体系存在的问题,并对存在的问题进行了深入的分析。通过引入平衡记分卡评价法、关键业绩指标评价法、360度评价法等业绩评价工具,结合TF公司工程项目部实际情况进行岗位分析、业绩特征分析,确定不同岗位的指标评价体系、评价方法、指标权重、评价标准,对现有的业绩评价体系进行了优化设计,并对优化后的业绩评价体系进行了应用和适用性评估。本文力图设计一套科学有效、简单易行,能真正提高员工业绩水平、满足企业发展需要的业绩评价体系,为建筑施工型企业业绩评价工作提供一定的参考。
[Abstract]:With the rapid development of the construction industry, the construction industry has experienced the transition from planned economy to market economy, from extensive management to intensive management mode. The development of construction industry has moved towards a large scale and high management level.The direction that science and technology innovation ability is strong stride forward greatly.As the special managers of the enterprises, the management talents in the construction industry play an important role in the increasingly fierce market competition. The performance of the management talents directly affects the performance of the project department and the enterprise.Therefore, the establishment of scientific performance evaluation system is very necessary.With the rapid expansion of TF company and the increasing of engineering project department, scientific and standardized project management has become the key to improve the core competitiveness of enterprises.It is very important to evaluate the performance of the managers of the project department of the construction enterprises fairly, and to optimize the post structure, adjust the salary and welfare, and plan the staff's career development in order to improve the management level of the project.Therefore, the engineering project department of TF Company urgently needs to establish a scientific and effective performance evaluation system to fully mobilize the enthusiasm and work enthusiasm of the project department managers, promote the improvement of the company's incentive mechanism, and support the long-term and stable of the company.A rapid development.This paper first introduces the research background, significance and the characteristics of the project managers, and combined with the current situation of the project managers of TF company, put forward the research content and research ideas;This paper analyzes the problems existing in the performance evaluation system of engineering project department managers of TF Company, and analyzes the existing problems in depth.Through the introduction of balanced Scorecard evaluation method, key performance index evaluation method and 360-degree evaluation method, combined with the actual situation of the engineering project department of TF company to carry out post analysis, performance characteristics analysis, determine the evaluation system of indicators for different positions.The evaluation method, index weight and evaluation standard are used to optimize and design the existing performance evaluation system, and the application and applicability of the optimized performance evaluation system are evaluated.This paper tries to design a set of scientific and effective, simple and easy to carry out, can really improve the performance level of employees, meet the needs of enterprise development performance evaluation system, and provide a certain reference for the performance evaluation of construction enterprises.
【学位授予单位】：东北大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F426.92;F272.92

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