KPI在HNBX管理局绩效管理中的应用研究

发布时间：2018-01-24 17:10

本文关键词： 绩效管理 KPI 层次分析法　出处：《沈阳工业大学》2017年硕士论文　论文类型：学位论文

【摘要】：随着我国经济的不断发展和事业单位改革的持续推进,社会对事业单位管理的要求逐渐提高,引入先进的相关管理理念和管理技术已经成为改革的趋势和必然选择。本文旨在结合HNBX管理局的实际情况,分析当前现存的问题,运用KPI的理论来构建HNBX管理局的绩效管理体系,将组织目标从上至下逐层分解到各个科室及员工个人,形成一套适用于HNBX管理局的绩效管理系统。本文首先对绩效管理理论和KPI理论进行概述,介绍了绩效管理的含义与作用,同时将目前国内常见的四种绩效管理的方法进行简单介绍,除了KPI理论,还包括平衡计分卡理论、目标管理法、360度考核法。在对HNBX管理局的绩效管理现状进行分析的过程中发现其存在诸多问题,包括管理局混淆绩效考核与绩效管理概念的问题、绩效考核结果没有起到应有的激励效果的问题、多数人反映领导与员工之间缺乏沟通等问题。为解决上述问题,并结合了管理局的实际,建立了一套基于KPI的绩效管理体系,该体系涉及服务发展、财务资源管理运用、员工成长三个维度。通过头脑风暴法和鱼骨图分析法来对HNBX管理局进行关键指标选取,并通过向员工发放调查问卷的方式结合层次分析法,对管理局进行组织级、部门级、员工级的指标进行分别确认各自的权重。在最后,本文将设定的各项指标的权重与2016年度的工作情况进行结合,分别统计出科室的排名及员工个人排名的情况,根据排名情况确定的绩效工资系数来应用到绩效工资的分配当中。同时,对HNBX管理局的绩效管理体系的构建提出各种保障措施,包括管理局应该加强管理者的重视,由上至下来带动下属员工并得到他们的支持、应该加强对绩效管理的监督工作、不论生活还是工作方面管理者与员工保持良好的沟通、并且认真做好绩效考核反馈工作。本文通过理论与实践相结合,期望能对HNBX管理局在绩效管理体系构建方面提供一定的借鉴价值。
[Abstract]:With the continuous development of our economy and the continuous promotion of the reform of public institutions, the social requirements for the management of institutions are gradually raised. The introduction of advanced related management concepts and management technology has become the trend and inevitable choice of reform. This paper aims to analyze the existing problems combined with the actual situation of HNBX Administration. Using the theory of KPI to construct the performance management system of HNBX management bureau, the organizational objectives from top to bottom are divided into departments and individual employees. This paper first summarizes the theory of performance management and the theory of KPI, and introduces the meaning and function of performance management. At the same time, four common domestic performance management methods are briefly introduced, in addition to the KPI theory, but also includes the balanced scorecard theory, objective management method. 360-degree appraisal method. In the process of analyzing the current situation of performance management of HNBX, we find that there are many problems, including the confusion between performance appraisal and performance management. Performance appraisal results did not play a due incentive effect, most people reflected the lack of communication between the leadership and employees and other issues. To solve the above problems, and combined with the reality of the Authority. This paper establishes a performance management system based on KPI, which involves the development of service and the management of financial resources. Through brainstorming method and fish bone chart analysis method to select the key indicators of the HNBX Bureau, and through the way of questionnaire to the employees combined with the Analytic hierarchy process. On the organizational level, department level, staff level indicators to confirm their respective weights. Finally, this paper will set the weight of the indicators with the 2016 work situation to be combined. According to the rank of department and the individual rank of employees, the performance wage coefficient is applied to the distribution of performance wage. At the same time. Put forward a variety of safeguard measures to the performance management system of HNBX management, including the management should strengthen the attention of managers, from top to bottom to drive the subordinates and get their support. We should strengthen the supervision of performance management, whether in life or work, managers and employees to maintain good communication, and do a good job of performance appraisal feedback work. It is expected to provide some reference value for HNBX management in the construction of performance management system.
【学位授予单位】：沈阳工业大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：D630.3

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