吉林联通行业应用创新支撑中心员工绩效管理方案研究

发布时间：2017-12-31 21:15

本文关键词：吉林联通行业应用创新支撑中心员工绩效管理方案研究　出处：《吉林大学》2015年硕士论文　论文类型：学位论文

【摘要】：绩效管理是现代企业管理的重要部分,是企业实现其战略目标的有效手段之一,是企业薪酬管理的重要依据,是企业制定人力资源开发计划的方向和依据,是员工职级职务调整、调动及其它各种人力资源管理决策的重要标准。当今社会科技飞速发展,对于知识型技术型员工云集的企业来讲,如何能够研发新技术、提高竞争力、拓展市场份额固然是企业发展需要研究的重要课题,然而面对强大的工作压力,员工的工作积极性降低、人员流动量大更是企业亟待解决的问题。因此,建立有效的适合企业发展的绩效管理制度,通过绩效管理激发员工的潜能,提高工作积极性,无论是对于企业还是人才来讲都是至关重要的,也是当今企业迫切需要进行优化改革的。本论文就是要通过对绩效管理理论与实践的研究,建立科学完善的绩效管理体系,协助企业乃至员工的共同发展与进步。如今通信产业已逐渐成为我国国民经济发展的支柱产业,笔者所在的企业也正是通信业的龙头企业,然而面对企业业绩提升缓慢,员工工作积极性不高的现状,现有的绩效管理仅仅流于形式,并没有发挥出应有的作用。因此,本论文的研究目的就是要改变现状,使得企业能够充分利用现有人力资源,在提高业绩的同时提升员工的满意度,调动员工工作积极性,使企业和员工在发展上达到双赢。本论文将运用绩效管理、人力资源管理、激励等理论知识,以笔者所在的企业——吉林联通省分公司行业应用创新支撑中心为研究对象,针对企业在绩效管理中存在的实际问题和缺陷,结合绩效管理方法,剖析问题,寻求解决问题方案。首先从员工的思想方面入手,运用问题分析、问卷调查、访谈及统计分析等方法,了解员工对于绩效管理的认知问题。通过不断的沟通和反馈,指导和建议,访谈和记录,来强化员工的参与感和主人翁意识,让每个人都清楚的认识到自身与组织的关系,并切实的参与到绩效管理过程中来。在对薪酬体系、关键绩效指标以及绩效考核办法进行深入设计时,笔者对组织战略目标进行了逐级分解,优化了组织架构,落实了个人工作职责,还借助了业务系统的优势,将员工日常工作内容以工单受理的形式量化出来,用系统记录数据说话,为绩效考核提供了重要而准确的依据。在绩效考核阶段,笔者严格按照绩效考核办法的规则来实施,遵循程序公平、标准公平的原则,根据客观依据对每个员工进行评价打分。通过绩效管理的评价和反馈功能,培养员工良好的工作习惯,促进员工的职业生涯发展,是员工实现自我提升的重要途径。最后,将绩效结果应用于员工薪酬及职位的晋升,切实地将员工个人能力与薪酬挂钩,使员工深刻的感受到了自身价值,同时提高了员工满意度。在整个绩效管理过程中,沟通贯穿始终,深入的沟通使员工之间能够相互了解,减少隔阂,增强了团队合作意识,工作氛围也得到了改善。一套完整的、适合通信企业发展规律的绩效管理方案,其过程应该是:绩效计划——绩效辅导——绩效考核——绩效反馈。建立优质的绩效管理体系可以提高员工的工作积极性,改善员工的工作表现,提高员工的满意程度和未来的成就感,以达到组织的经营目标,实现个人与组织的共同发展。
[Abstract]:Performance management is an important part of modern enterprise management, is one of the effective means for enterprise to realize its strategic target, is an important basis for the salary management of enterprises, is the direction and basis for enterprises to develop human resources development plan, is the rank of staff position adjustment, and other important criteria to mobilize the decision of human resource management. In today's society, the rapid development of science and technology, for knowledge workers gathered in the enterprise, how to develop new technology, improve competitiveness and expand market share is an important research topic of enterprise development, but the face of the pressure of work, the working enthusiasm of the staff to reduce staff turnover rate, it is an urgent problem. Therefore, the establishment of effective performance management system for enterprise development, inspire the potential of employees through performance management, improve work enthusiasm, either for business or In terms of talents is essential, is also the enterprise urgent need to optimize the reform. This paper is to study the theory and practice of performance management, establish a scientific performance management system, assist the common development and progress of enterprises and employees. Now the communications industry has become a pillar industry of China's national economic development the enterprise, is also the communications industry leading enterprises, but in the face of enterprise performance improvement is slow, enthusiasm is not high status of staff performance management, existing only a mere formality, and did not play a proper role. Therefore, the purpose of this paper is to change the status quo, the enterprise can make full use of the existing in human resources, employee satisfaction and improve performance, mobilize the enthusiasm of the staff work, enable enterprises and employees to achieve a win-win situation in the development of this thesis. The application of performance management, human resource management, incentive theory, the author's company -- Jilin Unicom branch industry application innovation center as the research object, according to the actual problems and defects existing in the performance management of enterprise, analyze the problem with the methods of performance management, and seek the solution to the problem. Starting from the thought the staff, the use of problem analysis, questionnaire, interview and statistical analysis, to understand the staff for the cognitive problems of performance management. Through continuous communication and feedback, guidance and advice, interviews and records, to strengthen the staff's sense of participation and sense of ownership, let everyone know that their relationship with the organization, and effectively to participate in the process of performance management. In the compensation system, key performance indicators and performance evaluation methods of in-depth design, the author of the organization strategy The goal was to decompose, optimize the organizational structure, the implementation of personal responsibility, also with the business advantages of the system, to quantify the daily work of employees to work out the contents of single accepted form, speak with the system to record data, provides an important and accurate basis for performance appraisal. In the performance evaluation stage, the strict implementation of according to the performance evaluation methods of the rules, follow the procedure justice, the standard according to the principle of fairness, the objective basis for the evaluation score for each employee. Through the evaluation of performance management and feedback function, staff training and good work habits, promote employee occupation career development, is an important way to achieve self promotion staff. Finally, the performance will be promoted the results applied to staff salaries and positions, and the personal ability and compensation, so that employees feel a profound self value, and improve the employees Satisfaction. In the whole process of performance management, communication throughout, in-depth communication between employees can make mutual understanding, reduce barriers, enhance the sense of teamwork, working environment has been improved. A complete set of rules for communication, performance management system of enterprise development, the process should be: performance plan, performance counseling performance assessment, performance feedback. The establishment of quality performance management system can improve the working enthusiasm of the staff, improve staff performance, improve employee satisfaction and future achievement, in order to achieve the business target of the organization, to achieve the common development of individual and organization.

【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F626

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