杭州KRT公司技术型员工绩效考核研究

发布时间：2019-01-14 07:49

【摘要】：现代高度发达的市场越来越加剧了市场的部分,企业在选择竞争战略时必须非常谨慎,以确保在行业中的竞争优势,而竞争的关键在人才的竞争,因此合理利用与规划公司的人力资源对于公司是否能够取得竞争优势犹为关键,而人力资源的核心在于绩效考核。本文以杭州KRT公司技术型员工为研究对象,采用文献研究法、案例分析方法、问卷调查法等方法进行研究。首先对研究的背景、目的与意义进行了阐明,对国内外关于绩效管理相关研究现状进行了综述,提出了本文研究的总体框架及方法。接着从考核内容、考核组织、考核方法、奖金分配等方面查明杭州KRT公司员工绩效考核的现状,并利用问卷调查法得出杭州KRT公司技术型员工绩效考核存在的问题,主要包括绩效考核宗旨不明确、个人绩效与团队绩效出现脱节、绩效考核体系设置不合理、绩效考核被当作考核者的工作、员工在考核制度的制定方面参与度过低、奖金分配被当作绩效考核的主要目的。为了解决这些问题,笔者对杭州KRT公司技术型员工绩效考核方案进行了设计,从工作业绩、工作能力、工作态度三个方面对一线技术型员工和管理层技术员工的绩效考核指标体系进行设计,并且利用层次分析法(AHP)对各指标的权重进行了设计,对技术型员工的绩效考核周期与结果应用、绩效反馈与面谈等后续问题进行了设计。对于考核结果,笔者建议从用于当作技术型员工绩效奖金和评职称的依据。、用于技术型员工自我提高的依据,并为下期绩效考核指标制定提供参考。最后,为了保障新的绩效考核方案的顺利实施,笔者建议从组织结构、制度体系、企业文化、沟通渠道等方面予以保障。通过以上研究,可以转变杭州KRT公司技术型员工整体层次管理者思想理念、不断提高员工个人绩效和组织整体绩效、促进杭州KRT公司技术型员工健康持续快速发展、充分开发利用技术型员工人力资源、科学有效实施人力资源管理战略。
[Abstract]:Modern and highly developed markets are increasingly exacerbating parts of the market. Enterprises must be very careful in choosing competitive strategies in order to ensure their competitive advantage in the industry, and the key to the competition lies in the competition of talents. Therefore, the rational use and planning of the company's human resources is the key to whether the company can obtain the competitive advantage, and the core of the human resources is the performance appraisal. This paper takes the technical staff of Hangzhou KRT Company as the research object, uses the literature research method, the case analysis method, the questionnaire method and so on to carry on the research. First of all, the background, purpose and significance of the study are clarified, the current situation of performance management research at home and abroad is summarized, and the overall framework and methods of this study are put forward. Then from the aspects of assessment content, evaluation organization, assessment method, bonus distribution and other aspects to find out the current situation of Hangzhou KRT employee performance appraisal, and use the questionnaire method to get the problems of Hangzhou KRT technical employee performance appraisal. It mainly includes the unclear purpose of performance appraisal, the disconnection between individual performance and team performance, the unreasonable setting of performance appraisal system, the performance appraisal being regarded as the work of the evaluator, and the low participation of employees in the development of appraisal system. Bonus allocation is regarded as the main purpose of performance appraisal. In order to solve these problems, the author designs the performance appraisal scheme for technical employees of Hangzhou KRT Company, from the aspects of work performance, working ability, This paper designs the performance evaluation index system of technical staff and management technical staff in three aspects of work attitude, and designs the weight of each index by using AHP (AHP). The performance appraisal cycle and result application, performance feedback and interview of technical staff are designed. For the evaluation result, the author suggests that it should be used as the basis for the performance bonus and the evaluation of the title of the technical employee, and the basis for the self-improvement of the technical employee, and provide a reference for the formulation of the performance appraisal index for the next period. Finally, in order to ensure the smooth implementation of the new performance appraisal scheme, the author suggests that the organizational structure, institutional system, corporate culture, communication channels should be guaranteed. Through the above research, we can change the idea of the whole level manager of the technical employees of Hangzhou KRT Company, improve the individual performance and the overall organizational performance of the employees, and promote the healthy and sustained rapid development of the technical employees of Hangzhou KRT Company. Fully develop and utilize the human resources of technical staff and implement the strategy of human resource management scientifically and effectively.
【学位授予单位】：浙江工业大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.8

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