G地铁公司员工绩效考核体系优化研究

发布时间：2018-07-05 16:49

本文选题：地铁 + 员工绩效考核体系　；参考：《兰州大学》2012年硕士论文

【摘要】：随着城市化进程不断提速,城市轨道交通行业也迎来了快速发展的黄金时期。一个公认的判断和事实是：随着不同城市间地铁的相继开建,人才需求大幅上升,人才的竞争也明显加剧,轨道交通行业的人才流动将不可避免,如何吸引、配置和留用人才,在不同的企业是大不相同的,可以说,人才是其他发展要素都日渐趋同的现实中至为关键的变数,这个变数决定了企业发展、效率和深度,同时也决定了企业的竞争优势,是保持竞争企业可持续发展最关键的因素。员工的绩效考核是对“人才”要素管理的重要组成部分,建立科学的员工绩效考核体系,对提高企业核心竞争能力,积极应对日益激烈的人才争夺战,具有重要而深远的战略意义。本文首先从选题背景出发,明确研究目的和意义,阐述研究思路和方法,并搭建研究的基本框架；通过调查,对G地铁公司现有员工绩效考核体系现状进行分析,得出其存在的问题主要有：绩效指标设置缺乏科学性、各层级考核方式单一、考核定位模糊等。针对这些问题,提出了优化策略：首先,综合介绍、比较了几个具有战略性、系统化的员工绩效考核方法；其次,确定绩效考核内容,选择了基于KPI为基础的员工绩效考核体系,对员工绩效考核指标进行了科学的分解和设置,明晰了考核目标和定位；第三,采用权值因子法赋指标予权重,实现了各层级考核方法差异化,指标可衡量；第四,对考核体系各关键环节和结果利用等进一步优化；最后,论文还提出了优化后的实施和保障方案。为了发现和解决问题,优化操作,本文不拘于对某一方法的使用,力求从符合企业实际出发,对G地铁公司员工绩效考核体系进行优化研究,以求寻找一套适合G地铁公司员工绩效考核的思路和方法,并提供给其它地铁企业借鉴。
[Abstract]:With the rapid development of urbanization, urban rail transit industry has ushered in a golden period of rapid development. A generally accepted judgment and fact is: with the construction of subway in different cities one after another, the demand for talents is rising substantially, and the competition for talents is also obviously intensified. The flow of talents in the rail transit industry will be inevitable. How to attract, allocate and retain talents, It can be said that talent is a key variable in the reality that other development elements are converging day by day. This variable determines the development, efficiency and depth of an enterprise, and at the same time determines the competitive advantage of an enterprise. It is the key factor to maintain the sustainable development of competitive enterprises. The performance appraisal of employees is an important part of the management of "talent" elements. The establishment of a scientific performance appraisal system of employees can improve the core competitiveness of enterprises and actively respond to the increasingly fierce competition for talents. Have important and far-reaching strategic significance. Starting from the background of the topic, this paper clarifies the purpose and significance of the research, expounds the research ideas and methods, and builds the basic framework of the research. Through the investigation, the paper analyzes the current situation of the performance appraisal system of employees in G Metro Corporation. The main problems are as follows: the setting of performance index is not scientific, the assessment method of each level is single, the assessment position is vague and so on. Aiming at these problems, the optimization strategies are put forward: firstly, comprehensive introduction, comparison of several strategic, systematic employee performance appraisal methods; secondly, determine the content of performance appraisal, The performance appraisal system based on KPI is selected, and the employee performance appraisal index is scientifically decomposed and set, and the evaluation goal and orientation are clarified. Thirdly, the weight factor method is used to assign the index to the weight. The evaluation methods of each level are different and the indicators can be measured. Fourth, the key links and results of the assessment system are further optimized. Finally, the paper also puts forward the optimized implementation and guarantee scheme. In order to find and solve the problem and optimize the operation, this paper tries to optimize the performance appraisal system of employees in G Metro Company from the point of view of the actual situation of the company, regardless of the use of a certain method. In order to find a suit for G subway company employee performance evaluation ideas and methods, and provide reference to other subway enterprises.
【学位授予单位】：兰州大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F572

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