X巴士集团一线员工绩效考评改进研究
发布时间：2018-09-05 20:53
【摘要】：虽然现在的城市公共交通企业绝大部分处于实际垄断地位,市场化程度很低,但是这决不能成为企业低效率的借口,因为随着社会的发展,对比国外其他城市的经验,城市公共交通并不是市场化的禁地,如果不能居安思危不断挖掘自身潜力,提高自身素质,那么一旦竞争加剧,很可能被社会所淘汰。因此,必须要依靠一套科学、有效的绩效管理体系来激活城市公共交通企业的活力,实现企业战略目标,提升企业的核心竞争力。 本文的研究目的在于通过对x巴士集团一线员工绩效考评现状的深入调查研究,并结合企业人力资源管理的相关理论基础,针对集团一线员工现行的绩效考评存在的问题,设计出了一套具有针对性、行业特色、以及可操作性的公司一线员工关键绩效指标考核体系。该体系以公司战略为导向,并在明晰企业战略目标的前提下,运用KPI技术通过层层分解,使生产经营部门、一线员工个人的目标方向与企业战略目标相一致,并成为公司战略目标的支撑。同时,通过绩效管理循环在保证员工个人KPI实现的基础上为企业战略执行提供了有力保障。通过绩效考核对于员工业绩的评价和区分,为企业一线员工的薪酬分配、晋升、培训等提供了一个客观的标准,形成了一个较为公平的工作环境,使企业的凝聚力得到增强,为员工创造了持续发展的空间,增强企业的凝聚力确保了企业一线员工队伍的长期稳定。 同时,由于我国大多数城市的公共运营企业的绩效管理都处在一个起步阶段,因此,本文通过理论与实践的结合,希望能给公司以及同行业的公交企业提供一份参考,也为提升城市公交行业企业竞争力贡献一份力量。
[Abstract]:Although the majority of urban public transport enterprises are currently in a real monopoly position and the degree of marketization is very low, this must not be used as an excuse for enterprises to be inefficient, because with the development of society, compared with the experience of other foreign cities, Urban public transport is not a market-oriented forbidden place. If we can't improve our vigilance and constantly tap our potential and improve our own quality, then once the competition intensifies, it is likely to be eliminated by the society. Therefore, we must rely on a set of scientific and effective performance management system to activate the vitality of urban public transport enterprises, achieve the strategic objectives of enterprises, and enhance the core competitiveness of enterprises. The purpose of this paper is to investigate the current situation of performance appraisal of first-line staff in X bus Group, and combine with the relevant theoretical basis of human resource management, aiming at the problems existing in the current performance appraisal of first-line staff of the Group. Designed a set of targeted, industry characteristics and maneuverability of the company line staff key performance evaluation system. The system is guided by the company strategy, and under the premise of clarifying the strategic goal of the enterprise, the KPI technology is used to decompose layer by layer to make the target direction of the production and management department and the front-line staff consistent with the strategic goal of the enterprise. And become the support of the company's strategic objectives. At the same time, the performance management cycle provides a strong guarantee for the implementation of enterprise strategy on the basis of ensuring the realization of individual KPI. By evaluating and differentiating the performance of the employees, it provides an objective standard for the salary distribution, promotion and training of the front-line employees of the enterprise, and forms a relatively fair working environment, which enhances the cohesion of the enterprise. For the staff to create a sustainable development space, enhance the cohesion of enterprises to ensure the long-term stability of the first-line staff. At the same time, because the performance management of most public operation enterprises in our country is in a starting stage, this paper, through the combination of theory and practice, hopes to provide a reference for the company and the public transport enterprises of the same industry. Also for the promotion of urban public transport industry enterprises to contribute to the competitiveness of a force.
【学位授予单位】：大连海事大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F572.6
本文编号：2225433
[Abstract]:Although the majority of urban public transport enterprises are currently in a real monopoly position and the degree of marketization is very low, this must not be used as an excuse for enterprises to be inefficient, because with the development of society, compared with the experience of other foreign cities, Urban public transport is not a market-oriented forbidden place. If we can't improve our vigilance and constantly tap our potential and improve our own quality, then once the competition intensifies, it is likely to be eliminated by the society. Therefore, we must rely on a set of scientific and effective performance management system to activate the vitality of urban public transport enterprises, achieve the strategic objectives of enterprises, and enhance the core competitiveness of enterprises. The purpose of this paper is to investigate the current situation of performance appraisal of first-line staff in X bus Group, and combine with the relevant theoretical basis of human resource management, aiming at the problems existing in the current performance appraisal of first-line staff of the Group. Designed a set of targeted, industry characteristics and maneuverability of the company line staff key performance evaluation system. The system is guided by the company strategy, and under the premise of clarifying the strategic goal of the enterprise, the KPI technology is used to decompose layer by layer to make the target direction of the production and management department and the front-line staff consistent with the strategic goal of the enterprise. And become the support of the company's strategic objectives. At the same time, the performance management cycle provides a strong guarantee for the implementation of enterprise strategy on the basis of ensuring the realization of individual KPI. By evaluating and differentiating the performance of the employees, it provides an objective standard for the salary distribution, promotion and training of the front-line employees of the enterprise, and forms a relatively fair working environment, which enhances the cohesion of the enterprise. For the staff to create a sustainable development space, enhance the cohesion of enterprises to ensure the long-term stability of the first-line staff. At the same time, because the performance management of most public operation enterprises in our country is in a starting stage, this paper, through the combination of theory and practice, hopes to provide a reference for the company and the public transport enterprises of the same industry. Also for the promotion of urban public transport industry enterprises to contribute to the competitiveness of a force.
【学位授予单位】：大连海事大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F572.6
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