YB公司中层管理人员绩效管理方案优化设计
发布时间：2019-06-22 09:51
【摘要】：在人力资源管理中,绩效管理作为其中的一个关键环节,在管理过程中发挥着不可忽视的作用。科学合理的绩效管理可以实现人力资源的最优配置,并且通过员工个人绩效的提升,有力促进部门和公司的绩效目标的实现。所以,在以企业战略目标为导向的基础上,建立一套与企业发展相匹配的绩效管理体系,成为众多现代企业管理工作中关注的重点。YB公司是一家国有煤炭企业,在当前严峻的安全和经济形势下,公司面临着着巨大的压力和挑战。为了使公司全面掌握员工个人和组织整体的工作运行动态,并能及时调整改进工作机制、方式方法,有效的绩效管理也已经成为公司发展的内在需求。 本文选取YB公司中层管理人员作为研究对象,在对国内外绩效管理和绩效考核相关文献进行整理和分析的基础上,对有关理论进行了总结和阐述,进一步明确了绩效管理的作用和意义。同时指出了当前YB公司中层管理人员绩效管理中存在的问题,并且借鉴先进的经验,结合公司实际情况,提出了YB公司对中层管理人员绩效管理方案优化设计的对策和方法。 本文按照发现问题、分析问题、解决问题的思路,紧密结合YB公司当前形势和发展前景,对原有的绩效管理方案进行优化改进。首先,对YB公司中层管理人员绩效管理现状进行研究,通过发放调查问卷的方式,汇总和整理其中存在的问题和不足。其次,针对YB公司发展需要和绩效管理存在的问题,重点从战略目标导向、考核方法等层面进行原因分析。再次,结合公司战略目标,运用关键绩效指标(KPI)思想和层次分析方法(AHP),从绩效考核主体及对象、考核方法、考核指标及权重设定和考核实施等方面来构建完善的中层管理人员绩效考核方案。最后,在对实施绩效管理方案的保障措施进行详细论述后,对全文进行总结,并提出了论文存在的不足以及下一步的研究方向。 通过本文的研究成果,优化设计YB公司中层管理人员的绩效管理方案,使其更好的应用于YB公司管理实践,真正实现对中层管理人员工作绩效客观公正的评价,并且通过激励作用的有效发挥,促进公司整体绩效的提升,进一步提高YB公司在行业竞争中的核心能力。
[Abstract]:In human resource management, performance management, as one of the key links, plays an important role in the management process. Scientific and reasonable performance management can achieve the optimal allocation of human resources, and through the improvement of personal performance of employees, it can effectively promote the realization of the performance objectives of departments and companies. Therefore, on the basis of enterprise strategic objectives, the establishment of a set of performance management system matching with the development of enterprises has become the focus of attention in many modern enterprise management. YB company is a state-owned coal enterprise, in the current severe security and economic situation, the company is facing great pressure and challenges. In order to enable the company to master the overall work dynamics of employees and organizations, and to adjust and improve the work mechanism, ways and means in time, effective performance management has become the internal demand of the development of the company. This paper selects the middle managers of YB company as the research object, on the basis of sorting out and analyzing the relevant literature of performance management and performance appraisal at home and abroad, summarizes and expounds the relevant theories, and further clarifies the function and significance of performance management. At the same time, this paper points out the problems existing in the performance management of middle managers in YB company, and puts forward the countermeasures and methods of optimizing the performance management scheme of middle managers in YB company by drawing lessons from the advanced experience and combining with the actual situation of the company. According to the train of thought of finding, analyzing and solving the problem, this paper closely combines the current situation and development prospect of YB Company, and optimizes and improves the original performance management scheme. First of all, the current situation of performance management of middle managers in YB company is studied, and the existing problems and shortcomings are summarized and sorted out by sending out questionnaires. Secondly, in view of the development needs of YB company and the existing problems of performance management, this paper analyzes the reasons from the aspects of strategic goal orientation, assessment method and so on. Thirdly, combined with the strategic objectives of the company, the key performance index (KPI) thought and analytic hierarchy process (AHP),) are used to construct a perfect performance appraisal scheme for middle managers from the aspects of performance evaluation subject and object, evaluation method, evaluation index and weight setting and evaluation implementation. Finally, after discussing the safeguard measures of implementing the performance management scheme in detail, this paper summarizes the full text, and puts forward the shortcomings of the paper and the next research direction. Through the research results of this paper, the performance management scheme of middle managers in YB company is optimized to make it better applied to the management practice of YB company, to truly realize the objective and fair evaluation of the work performance of middle managers, and to promote the overall performance of the company and further improve the core competence of YB company in the industry competition through the effective play of incentive function.
【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.21
本文编号：2504470
[Abstract]:In human resource management, performance management, as one of the key links, plays an important role in the management process. Scientific and reasonable performance management can achieve the optimal allocation of human resources, and through the improvement of personal performance of employees, it can effectively promote the realization of the performance objectives of departments and companies. Therefore, on the basis of enterprise strategic objectives, the establishment of a set of performance management system matching with the development of enterprises has become the focus of attention in many modern enterprise management. YB company is a state-owned coal enterprise, in the current severe security and economic situation, the company is facing great pressure and challenges. In order to enable the company to master the overall work dynamics of employees and organizations, and to adjust and improve the work mechanism, ways and means in time, effective performance management has become the internal demand of the development of the company. This paper selects the middle managers of YB company as the research object, on the basis of sorting out and analyzing the relevant literature of performance management and performance appraisal at home and abroad, summarizes and expounds the relevant theories, and further clarifies the function and significance of performance management. At the same time, this paper points out the problems existing in the performance management of middle managers in YB company, and puts forward the countermeasures and methods of optimizing the performance management scheme of middle managers in YB company by drawing lessons from the advanced experience and combining with the actual situation of the company. According to the train of thought of finding, analyzing and solving the problem, this paper closely combines the current situation and development prospect of YB Company, and optimizes and improves the original performance management scheme. First of all, the current situation of performance management of middle managers in YB company is studied, and the existing problems and shortcomings are summarized and sorted out by sending out questionnaires. Secondly, in view of the development needs of YB company and the existing problems of performance management, this paper analyzes the reasons from the aspects of strategic goal orientation, assessment method and so on. Thirdly, combined with the strategic objectives of the company, the key performance index (KPI) thought and analytic hierarchy process (AHP),) are used to construct a perfect performance appraisal scheme for middle managers from the aspects of performance evaluation subject and object, evaluation method, evaluation index and weight setting and evaluation implementation. Finally, after discussing the safeguard measures of implementing the performance management scheme in detail, this paper summarizes the full text, and puts forward the shortcomings of the paper and the next research direction. Through the research results of this paper, the performance management scheme of middle managers in YB company is optimized to make it better applied to the management practice of YB company, to truly realize the objective and fair evaluation of the work performance of middle managers, and to promote the overall performance of the company and further improve the core competence of YB company in the industry competition through the effective play of incentive function.
【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.21
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