广州港集团HP港务分公司员工绩效考核体系研究

发布时间：2018-08-12 15:21

【摘要】：现代物流是21世纪经济的一个全新增长点,被誉为“第三利润源泉”,在市场竞争中,物流成为一种核心竞争力,港口作为对外沟通的窗口及交通运输的枢纽,在促进国际贸易及区域经济发展中的地位越为显著,港务公司的发展也随之愈发重要。但随着经济全球化进程的逐步深入和我国经济的持续增长,港务公司面临着更激烈的市场竞争、挑战与机会,人力资源的有效规划与人力资本的提升成为关键问题,从而对港务公司员工绩效考核体系研究就有着重要的意义。本文以理论综述、实地调查、深度访谈为基础,从绩效考核对象、考核主体及周期、考核指标与权重、考核评分标准与等级评定、考核结果应用与反馈等角度出发,深入分析HP港务分公司现有员工绩效考核体系存在的不足与成因。在有效分析的基础上,尝试构建以业绩、态度、能力三层次考核的HP港务分公司员工绩效考核体系。其中,在考核指标构建中以企业战略为基础,以主基二元法为指导,结合平衡计分卡(BSC)及关键绩效指标法(KPI),以培训专员为例介绍关键业绩指标的逐级分解与选取；同时,以层次分析法(AHP)确立考核指标权重,以权值因子分析法确定考核主体比重；最后结合部门绩效“调节系数”实现将员工绩效考核与组织绩效,强化员工团队合作精神,并以强制正态分布法评定等级,实现考核结果的应用与反馈。本文以HP港务分公司为依托构建员工绩效考核体系,试图对港务公司及相关企业的员工绩效考核体系设计提供一定参考价值。
[Abstract]:Modern logistics is a new economic growth point in the 21st century. It is praised as "the third profit source". In the market competition, logistics becomes a core competitiveness, and port is the window of communication with foreign countries and the hub of transportation. The more important the status in promoting international trade and regional economic development, the more important the development of port companies. However, with the deepening of the economic globalization process and the sustained growth of our economy, the port companies are facing more fierce market competition, challenges and opportunities, the effective planning of human resources and the promotion of human capital become the key issues. Therefore, it is of great significance to study the performance appraisal system of port company staff. Based on theoretical review, field investigation and in-depth interview, this paper sets out from the aspects of performance appraisal object, main body and period, evaluation index and weight, evaluation standard and grade evaluation, application and feedback of evaluation result, etc. Deeply analyze the shortcomings and causes of the existing employee performance appraisal system in HP Port Branch. On the basis of effective analysis, this paper attempts to construct a performance appraisal system of HP Port Branch employees in terms of performance, attitude and ability. Among them, enterprise strategy is taken as the foundation in the construction of evaluation index, the main base binary method is used as the guide, the balanced scorecard (BSC) and the key performance index method (KPI), are combined to introduce the gradual decomposition and selection of the key performance index with the example of the training specialist, at the same time, The weight of assessment index is established by (AHP) and the proportion of subject is determined by weight factor analysis. Finally, the performance evaluation and organizational performance of staff are realized by combining with the "adjustment coefficient" of departmental performance, and the spirit of team cooperation is strengthened. The application and feedback of the assessment results are realized by the method of forced normal distribution. Based on HP Port Branch, this paper tries to provide some reference value for the design of employee performance appraisal system of port company and related enterprises.
【学位授予单位】：广西大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F552.6

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