ASST公司一线员工绩效管理研究
发布时间：2018-07-26 16:02
【摘要】：近年来,信息技术发展步伐加快,知识经济时代日趋完善,企业之间的竞争不断加剧,人才竞争已经跃升为企业间的主要竞争。面对这一严峻形势,企业在开展管理工作时,对人力资源管理投入了更多关注,而人力资源管理工作中,绩效管理作为一个重要组成部分是,成为提升人力资源管理水平的关键环节。绩效管理的成功实施主要基于公司理念、制度的建立以及员工不懈的努力。在员工绩效管理工作中,绩效管理体系处于主导地位,它是各种操作方法和规范的集合,在员工绩效管理工作中发挥着至关重要的作用。站在管理理论角度来讲,员工绩效管理体系作为一项控制系统具有动态性,它由几个环节构成,包括绩效计划、绩效考核、绩效反馈等,其目的是通过各种活动,了解员工在工作中存在的缺陷和不足,同时制定科学的考评标准,有效管理绩效的实施,做好绩效反馈工作,让员工及时改正缺陷和问题,努力改善工作效率,进而使组织绩效得以持续提升。如今,许多企业纷纷开展绩效管理工作,将绩效管理作为一项重要工具运用在企业管理工作中,企业领导者也对绩效管理倾注更多关心。但目前实施的绩效管理工作中多数只关注企业中的各部门和中高层,并没有对一线员工投入过多关注。因此,如何找到鉴别员工能力、激发员工潜力、发挥员工聪明才智的绩效管理方式,成为当前企业管理者所面临的最大挑战。在深化电力体制改革的过程中,电力企业如何导入并有效实施绩效管理,对提高企业运营效率和效益,改进供电企业管理水平具有十分重要的作用和深远的意义。为此,本人在学习国内外先进公司绩效管理理念的基础上,采用多项研究方法,包括访谈法、比较法、研讨法等进行了深入研究,结合现代人力资源管理中绩效管理的相关理论,分析了ASST公司目前的绩效管理情况,指出其中存在的缺陷和问题,随后以员工岗位作为入手点,分别研究了ASST公司五类员工的岗位情况,在详细分析职务特征后确定绩效评价的重点,建立了积分制班组量化考核模式,并通过几个方面优化设计了ASST公司的绩效管理体系,包括绩效沟通、考核指标、反馈结果应用等,确保ASST公司能够建立完善的绩效管理体系。优化后的绩效管理体系有效弥补了管理一线员工时存在的缺陷。通过本文的撰写,总结出一些电力企业通用的一线员工绩效管理体系优化提升和实施推广的方法论,希望企业在开展人力资源管理工作时,确保绩效管理工作发挥积极的作用,尤其是在管理一线员工时发挥作用,帮助一线员工提高绩效水平,促使他们改善自身的缺陷和问题,为提高组织绩效做出贡献,防止各类问题的发生,使绩效管理实现其价值和意义,为绩效管理工作在电网企业的全面实施做出一点贡献。
[Abstract]:In recent years, the development of information technology has been accelerated, the era of knowledge economy has become more and more perfect, the competition among enterprises has been intensified, and the competition for talents has become the main competition among enterprises. Faced with this severe situation, enterprises pay more attention to human resource management when they carry out management work. In human resources management, performance management is an important component. To become a key link in improving the level of human resources management. The successful implementation of performance management is mainly based on the company concept, the establishment of the system and the unremitting efforts of the staff. In the work of employee performance management, the performance management system is in the leading position, it is a collection of various operational methods and norms, and plays a vital role in the performance management of employees. From the perspective of management theory, as a control system, employee performance management system is dynamic. It consists of several links, including performance planning, performance appraisal, performance feedback and so on, the purpose of which is to pass a variety of activities. Understand the defects and shortcomings of employees in the work, at the same time, establish scientific evaluation standards, effectively manage the implementation of performance, do a good job of performance feedback, so that employees timely correct defects and problems, and strive to improve work efficiency, So that organizational performance can continue to improve. Nowadays, many enterprises carry out the performance management work one after another, regard the performance management as an important tool in the enterprise management work, the enterprise leader also pay more attention to the performance management. But at present, most of the performance management only pay attention to each department and the middle and high level of the enterprise, and do not pay too much attention to the front-line staff. Therefore, how to find the performance management way to identify the ability of employees, stimulate the potential of employees, and bring into play the intelligence of employees, has become the biggest challenge facing the current enterprise managers. In the process of deepening the reform of electric power system, it is of great importance and far-reaching significance for electric power enterprises to introduce and effectively implement performance management to improve the efficiency and efficiency of operation and to improve the management level of power supply enterprises. Therefore, on the basis of studying the concept of performance management of advanced companies at home and abroad, I have adopted a number of research methods, including interview method, comparative method, research method and so on. Based on the theory of performance management in modern human resource management, this paper analyzes the current performance management situation of ASST Company, points out the defects and problems, and then takes the position of employees as the starting point. This paper studies the position situation of five types of employees in ASST Company, determines the key points of performance evaluation after analyzing the job characteristics in detail, establishes the quantitative evaluation model of the integral group, and optimizes the design of the performance management system of the ASST Company through several aspects. Including performance communication, evaluation indicators, feedback results, etc., to ensure that ASST company can establish a sound performance management system. The optimized performance management system effectively makes up for the defects in the management of front-line staff. Through the writing of this paper, the author summarizes the methodology of optimizing and promoting the performance management system of some general front-line staff in electric power enterprises, and hopes that the enterprise can play an active role in the development of human resources management. Especially in the management of front-line staff to play a role in helping front-line staff improve their performance level, promote them to improve their own defects and problems, contribute to improve organizational performance, prevent the occurrence of various problems, To realize the value and significance of performance management and make some contribution to the overall implementation of performance management in power grid enterprises.
【学位授予单位】：山东理工大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.61
本文编号：2146533
[Abstract]:In recent years, the development of information technology has been accelerated, the era of knowledge economy has become more and more perfect, the competition among enterprises has been intensified, and the competition for talents has become the main competition among enterprises. Faced with this severe situation, enterprises pay more attention to human resource management when they carry out management work. In human resources management, performance management is an important component. To become a key link in improving the level of human resources management. The successful implementation of performance management is mainly based on the company concept, the establishment of the system and the unremitting efforts of the staff. In the work of employee performance management, the performance management system is in the leading position, it is a collection of various operational methods and norms, and plays a vital role in the performance management of employees. From the perspective of management theory, as a control system, employee performance management system is dynamic. It consists of several links, including performance planning, performance appraisal, performance feedback and so on, the purpose of which is to pass a variety of activities. Understand the defects and shortcomings of employees in the work, at the same time, establish scientific evaluation standards, effectively manage the implementation of performance, do a good job of performance feedback, so that employees timely correct defects and problems, and strive to improve work efficiency, So that organizational performance can continue to improve. Nowadays, many enterprises carry out the performance management work one after another, regard the performance management as an important tool in the enterprise management work, the enterprise leader also pay more attention to the performance management. But at present, most of the performance management only pay attention to each department and the middle and high level of the enterprise, and do not pay too much attention to the front-line staff. Therefore, how to find the performance management way to identify the ability of employees, stimulate the potential of employees, and bring into play the intelligence of employees, has become the biggest challenge facing the current enterprise managers. In the process of deepening the reform of electric power system, it is of great importance and far-reaching significance for electric power enterprises to introduce and effectively implement performance management to improve the efficiency and efficiency of operation and to improve the management level of power supply enterprises. Therefore, on the basis of studying the concept of performance management of advanced companies at home and abroad, I have adopted a number of research methods, including interview method, comparative method, research method and so on. Based on the theory of performance management in modern human resource management, this paper analyzes the current performance management situation of ASST Company, points out the defects and problems, and then takes the position of employees as the starting point. This paper studies the position situation of five types of employees in ASST Company, determines the key points of performance evaluation after analyzing the job characteristics in detail, establishes the quantitative evaluation model of the integral group, and optimizes the design of the performance management system of the ASST Company through several aspects. Including performance communication, evaluation indicators, feedback results, etc., to ensure that ASST company can establish a sound performance management system. The optimized performance management system effectively makes up for the defects in the management of front-line staff. Through the writing of this paper, the author summarizes the methodology of optimizing and promoting the performance management system of some general front-line staff in electric power enterprises, and hopes that the enterprise can play an active role in the development of human resources management. Especially in the management of front-line staff to play a role in helping front-line staff improve their performance level, promote them to improve their own defects and problems, contribute to improve organizational performance, prevent the occurrence of various problems, To realize the value and significance of performance management and make some contribution to the overall implementation of performance management in power grid enterprises.
【学位授予单位】：山东理工大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.61
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