RX计算机公司基层员工绩效考核体系优化研究

发布时间：2018-04-14 11:10

本文选题：绩效考核 + 基层员工　；参考：《内蒙古大学》2017年硕士论文

【摘要】：随着RX计算机公司规模的不断扩大,科学合理的绩效考核体系尤为重要。本文以双因素理论、公平理论、期望理论为基础,采用问卷调查法、案例分析法、访谈法等方法,对该公司基层员工的绩效考核体系进行了研究。当前公司已经初步构建了一套基层员工绩效考核体系,对激励起到了一定的作用。但是依然存在以下问题:一是绩效考核体系指标设计不合理,未从不同岗位的工作特殊性出发,难以衡量实际付出,造成岗位间绩效奖金分配的不公平;二是绩效考核结果主要运用于绩效奖金上,忽视了其他激励因素的运用;三是绩效考核主体仅限于上级。考核主体的单一性很难对基层员工的实际绩效作出全面准确的评价,导致基层员工期望难以实现;四是基层员工绩效奖金发放周期不合理。针对这些问题,本论文参考了同行业内相似企业的绩效考核方法,基于RX计算机公司岗位人员特征,采用了 KPI及360度相结合的绩效考核法,对其绩效考核体系在四个方面进行了优化。一是按岗位设定考核指标及其权重,减少由于考核指标的不合理而带来的绩效奖金上的分配不公平感;二是进一步丰富绩效考核结果的运用方式,把基层员工的晋升、进修、带薪休假等纳入考核体系内;三是根据岗位建立多元考核主体,并按考核主体对被考核者的工作熟悉程度及自身具备的考核技能设定不同的权重;四是建立灵活的绩效奖金发放周期制度。
[Abstract]:With the continuous expansion of the scale of RX computer Company, scientific and reasonable performance appraisal system is particularly important.Based on the two-factor theory, fairness theory and expectation theory, this paper studies the performance appraisal system of the grass-roots employees of the company by means of questionnaire, case analysis, interview and so on.At present, the company has initially constructed a set of grass-roots employee performance appraisal system, which has played a role in incentive.However, there are still the following problems: first, the design of performance appraisal system indicators is unreasonable, not based on the particularity of different jobs, it is difficult to measure the actual pay, resulting in the unfair distribution of performance bonuses between posts;Second, the results of performance appraisal are mainly applied to the performance bonus, ignoring the use of other incentive factors; third, the main body of performance appraisal is limited to the superior.It is very difficult to make a comprehensive and accurate evaluation of the actual performance of grass-roots employees because of the singularity of the subject, which leads to the difficulty of realizing the expectations of grass-roots employees. Fourthly, the cycle of performance bonus payment for grass-roots employees is unreasonable.In view of these problems, this paper refers to the performance appraisal methods of similar enterprises in the same industry. Based on the post personnel characteristics of RX computer Company, the performance appraisal method combining KPI and 360-degree is adopted.The performance appraisal system is optimized in four aspects.One is to set the assessment index and its weight according to the post, to reduce the unfair distribution of the performance bonus caused by the unreasonable appraisal index; the other is to further enrich the application of the results of the performance appraisal so as to promote and study the grass-roots employees.The third is to establish multiple subject according to the post, and set up different weight according to the subject's degree of familiarity with the work and the skill of examination.Fourth, the establishment of flexible performance bonus payment cycle system.
【学位授予单位】：内蒙古大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F49

【参考文献】