基于KPI的A公司人力资源部门绩效考核研究

发布时间：2018-04-14 14:10

本文选题：建筑业 + 人力资源部门　；参考：《哈尔滨工业大学》2014年硕士论文

【摘要】：人力资源管理是重要的规划和执行部门，也成为企业越来越重要的战略部门。企业绩效考核是它的核心职能之一，包括考核理念、考核指标选择、目标值确定、计分方法和考核结果应用。目前的研究领域主要集中在企业层面，部门层面的绩效考核研究比较缺乏，特别是针对于带头作用的人力资源部门。本文研究了建筑行业的人力资源管理现状，据此指出对人力资源部门的要求，提出建筑业的人力资源部门应重视企业文化建设、企业社会责任承担以及与其他部门的合作。通过总结分析已有的关于人力资源部门绩效考核的重点和难点，提出了建筑行业人力资源部门考核的新思路，并结合我国建筑业的规模和人员结构，，也分析不同层级人力资源管理部门职责的不同。通过剖析A公司部门和部门内不同人员绩效考核流程以及存在的问题，指出选用三位一体（即关键绩效指标法、平衡计分法、360度绩效考核）的绩效考核方法的必要性，并从公司的战略和实际优势出发，运用鱼骨分析法，分析出人力资源部门的关键成功因素包括品牌维护、部门对外效果、日常工作效果、大客户管理、企业战略支撑和部门内部管理效果，并基于平衡计分卡和关键绩效指标对人力资源部门的任务绩效考核指标进行提炼整合，基于360度考核方法进行部门综合评价和考评者的选择。而员工个人关键绩效指标中任务绩效主要是结合部门指标的分解和员工岗位职责进行分析，将可量化的任务绩效用KPI（Key Performance Indicators）表示，其余部分用GS（Goal Setting）表示，其中经理和副经理是从任务绩效、管理绩效、工作能力和工作态度品行四个方面来描述，一般员工与经理和副经理相似，但是不包括管理绩效，并且内容和权重不同。对于综合评价部分，均划分为四个等级，分别为超出目标A、达到目标B、低于目标C和远低于目标D，这样使考核实现系统性，并且有助于新方案的落实。最后，本文提出了新方案顺利实施所必须跟进的各方面措施。
[Abstract]:Human resources management is an important planning and implementation department , it also becomes an increasingly important strategic department of enterprises . Enterprise performance appraisal is one of its core functions , including assessment concept , assessment index selection , target value determination , scoring method and appraisal result application . The present research field focuses on the enterprise level , and the performance appraisal research at the department level is relatively short , especially for the human resources department of leading role .

Based on the present situation of human resources management in construction industry , this paper points out that the human resources department of construction industry should pay attention to enterprise culture construction , corporate social responsibility and cooperation with other departments .

This paper analyses the necessity of the performance appraisal method of the department and department of the Company , points out the necessity of selecting the performance appraisal method of the three - in - one ( i.e . , the key performance index method , the balance score method and 360 degree performance appraisal ) , and analyzes the key success factors of the human resource department from the strategic and practical advantages of the company , including the brand maintenance , the department ' s external effect , the daily work effect , the big customer management , the enterprise strategic support and the department internal management effect , and based on the balance scorecard and the key performance index , it is divided into four levels , namely , the goal A , the achievement goal B , the lower than the target C and the far below the target D , so that the assessment is systematic and helpful to the implementation of the new scheme . Finally , the paper puts forward the measures which must be followed up in the implementation of the new scheme .

【学位授予单位】：哈尔滨工业大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F426.92;F272.92

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