湖南黄金集团总部绩效管理体系研究

发布时间：2018-03-18 06:40

本文选题：湖南黄金集团　切入点：绩效管理　出处：《湖南大学》2015年硕士论文　论文类型：学位论文

【摘要】：绩效管理发展至今已经形成了丰富的管理理论和管理工具,然而其理论离企业实际的需要仍有一定差距,其中包括如何将战略导向的平衡计分卡工具与企业日常使用的衡量系统相结合,以及如何衡量和考核行政、人事、财务等职能线管理部门员工的绩效。湖南黄金集团总部(以下简称集团总部)是湖南黄金集团有限公司的管理中心,由于职能管理工作较难衡量,集团总部一直未能建立起一套科学有效的绩效管理体系。如何针对这类员工建立一套既体现战略导向、又科学实用的绩效管理体系对于理论研究和实际应用都有较大价值。本方案将基于员工的岗位职责,综合运用平衡计分卡法、KPI法等绩效管理理论。本文首先全面分析了集团总部绩效管理的现状,提出将被考核人的直接上级和直接上级的领导共同作为考核人;将平衡计分卡作为年度绩效考核的主要方法,画出黄金集团的战略地图,构建黄金集团的平衡计分卡,并分解成集团总部各部门的平衡计分卡;将KPI法作为月度绩效考核的主要方法,将岗位职责作为设置考核指标的主要依据,将员工的重点工作和工作纪律作为考核内容的有效补充,将加分项作为体现多劳多得的重要手段,将同类员工的绩效放在一起相互比较作为解决部门人数过少的方法;然后编制了各部门的岗位说明书,从考核指标、考核组织、考核流程、考核反馈、结果应用等方面对绩效管理体系进行设计;最后从组织、培训、IT系统与薪酬体系四个方面设计绩效管理体系实施的保障措施。本文设计的湖南黄金集团总部绩效管理体系在考核内容上做到了长短结合、点面兼顾、约束性和激励性并重,对职能线管理部门员工的绩效管理起到一定的指导作用,对于平衡计分卡理论如何与企业日常经营的绩效衡量系统结合做出了有益的探索。
[Abstract]:The development of performance management has formed a rich management theory and management tools, but its theory is still far from the actual needs of enterprises. This includes how to combine the strategic-oriented balanced scorecard tool with the measurement system used by enterprises on a daily basis, as well as how to measure and assess administration and personnel, Hunan Gold Group headquarters (hereinafter referred to as Hunan Gold Group headquarters) is the management center of Hunan Gold Group Co., Ltd., because the function management work is difficult to measure, Group headquarters has not been able to establish a set of scientific and effective performance management system. A scientific and practical performance management system is of great value for both theoretical research and practical application. Comprehensive use of balanced scorecard method KPI method and other performance management theory. Firstly, this paper comprehensively analyzes the current situation of performance management in the headquarters of the group, and puts forward that the direct superior and the direct leader of the examiner should be taken as the examiner together; Taking the balanced scorecard as the main method of the annual performance appraisal, drawing the strategic map of the gold group, constructing the balanced scorecard of the gold group, and decomposing it into the balanced scorecard of each department of the headquarters of the group; The KPI method is regarded as the main method of monthly performance appraisal, the post responsibility is taken as the main basis for setting the assessment index, and the key work and work discipline of the staff are taken as the effective supplement of the assessment content. To add items as an important means to reflect more work and gain, to compare the performance of the same kind of staff together as a way to solve the problem of excessive number of departments, and then to compile the job descriptions of each department, from the evaluation index, to assess the organization, The performance management system is designed from the aspects of evaluation process, assessment feedback, application of results and so on. This paper designs the performance management system of Hunan Gold Group headquarters in terms of the performance management system. Both binding and incentive play a guiding role in the performance management of functional line management department and make a beneficial exploration on how to combine the balanced Scorecard theory with the performance measurement system of the daily operation of the enterprise.
【学位授予单位】：湖南大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.1

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