城建资产公司员工绩效管理研究

发布时间：2018-08-28 14:47

【摘要】：处于初创成长期的城建资产公司是一个以“城市基础设施建设过程中剩余资产的接收管理、项目经营和项目建设”三大业务为经营核心的国有现代化城市建设企业。该公司成立四年来,绩效管理过程大多流于形式,始终沿用传统思路,并未发挥其应有的员工激励和企业战略导向的作用,不利于企业在市场中的竞争力和未来发展的潜力。如何依据该公司的实际情况制定出有效科学的绩效管理方案,对公司员工展开科学合理的绩效管理,更合理地激励员工在公司内部的良性竞争,是迫切需要解决的问题。本文通过对城建资产公司绩效现状的客观分析以及绩效工作的访谈调查,发现该公司在员工绩效管理方面存在着许多问题,同时,由于企业性质、产业格局等方面影响,使公司员工绩效考核仅仅作为一种工具来管理员工,导致员工无法把自身发展和企业的战略发展关联起来,已无法满足公司可持续发展的具体需要。结合该企业发展现状,本文构建了一套基于关键绩效指标(KPI)的绩效管理方案,并总共分为四个部分进行研究:第一部分介绍了本文研究背景、研究意义、主要研究方法与内容以及理论基础;第二部分阐述了城建资产公司的绩效管理的现状,找到该公司绩效管理过程中存在的问题,并对问题进行分析找到其根本原因;第三部分为核心部分,即对城建资产公司员工绩效管理方案所展开的研究:首先是绩效计划的制定,先分解公司的战略目标,再将其根据部门职能分工分解到各部门作为部门绩效目标,再以部门绩效目标为基础结合各岗位职责分解指标到各个岗位员工身上;然后是绩效实施环节,实施过程主要包括保持绩效沟通的持续性和收集分析信息;接下来是绩效考评环节,本文主要介绍绩效考评的步骤以及绩效等级的评定;最后是绩效考评结果反馈及应用,绩效反馈可以提升员工绩效的能力,绩效考评结果的应用包括调整薪酬分配、员工发展培训、员工选拔、高层决策等促进绩效管理过程的有效实施。第四部分主要是对设计后城建资产公司员工绩效管理方案实施的保障提出了相关的保障措施,其中包括企业文化保障、绩效管理培训保障、绩效管理制度保障以及绩效管理人员保障。本文希望通过对城建资产公司员工绩效管理的研究,使关键绩效指标理论在城建资产公司的管理中得到应用,从根本上提升城建资产公司的绩效管理水平,促进科学合理的绩效管理方案得以落实,从而使该企业的战略目标得以实现。
[Abstract]:The urban construction assets company is a state-owned modern urban construction enterprise with the core of "receiving and managing surplus assets in the process of urban infrastructure construction, project management and project construction". Since its establishment four years ago, the performance management process has mostly been a mere formality, and it has always followed the traditional thinking and failed to give full play to its role of employee motivation and enterprise strategic guidance, which is not conducive to the competitiveness of enterprises in the market and the potential for future development. How to formulate an effective and scientific performance management scheme according to the actual situation of the company, how to carry out scientific and reasonable performance management to the employees of the company, and how to encourage the healthy competition of the employees in the company more reasonably, is an urgent problem that needs to be solved. Based on the objective analysis of the present performance situation of urban construction assets company and the interview investigation of its performance work, this paper finds that the company has many problems in employee performance management, and at the same time, because of the nature of the enterprise, the industrial pattern and so on, Employee performance appraisal can only be used as a tool to manage employees, which leads to employees unable to relate their own development to the strategic development of the enterprise, and can not meet the specific needs of the sustainable development of the company. According to the development situation of this enterprise, this paper constructs a performance management scheme based on (KPI), and it is divided into four parts: the first part introduces the background and significance of the research. The second part expounds the present situation of the performance management of urban construction assets company, finds out the problems existing in the process of the performance management of the company, and analyzes the problems to find out the fundamental reasons. The third part is the core part, that is, the research on employee performance management scheme of urban construction assets company: first, the formulation of performance plan, first, decomposing the strategic objectives of the company. Then it is decomposed into departments as departmental performance objectives according to the division of department functions, and then, based on departmental performance objectives, combined with the breakdown index of each post responsibility, it is then the performance implementation link. The implementation process mainly includes maintaining the continuity of performance communication and collecting and analyzing information; next is the performance appraisal link, this paper mainly introduces the steps of performance appraisal and the evaluation of performance grade; finally, feedback and application of performance appraisal results. Performance feedback can improve the performance of employees. The application of performance appraisal results includes adjustment of salary distribution, staff development training, staff selection, senior decision-making and so on to promote the effective implementation of the performance management process. The fourth part mainly put forward the related safeguard measures to the implementation of the employee performance management scheme after the design, including the enterprise culture guarantee, the performance management training guarantee, Performance management system and performance management personnel protection. This paper hopes to apply the theory of key performance indicators to the management of urban construction assets companies through the research of employee performance management of urban construction assets companies, so as to improve the level of performance management of urban construction assets companies fundamentally. To promote scientific and reasonable performance management program, so that the strategic objectives of the enterprise can be realized.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.92

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