欢矿公司中层管理人员绩效考核体系研究

发布时间：2019-06-25 15:03

【摘要】：中层管理人员是企业的核心人力资源,这一特殊群体的绩效潜能的发挥直接影响着企业目标的实现,建立有效的绩效考核体系是中层管理人员不断提升和达成目标的重要保障,但在实践过程中,对管理人员建立并实施有效的绩效考核体系却不是一个简单的事情,反之,有时带来更多的批评和指责,研究中层管理人员的绩效考核有着重要的现实意义。本文以优化完善中层管理人员的绩效考核体系为视角,以欢矿公司中层管理人员绩效考核现状为切入点,结合问卷调查,深入分析了问题形成的原因和产生的实践误区,并着重对体系的缺陷和指标权重赋值不合理进行剖析、研究和探讨。首先,阐述了绩效考核的相关理论和内容,为课题研究奠定坚实理论基础。其次,从欢矿公司中层管理人员绩效考核体系运行流程入手,以问卷调查数据做实证支撑,找出了考核体系中存在的主要问题,概括总结主要以下几点:考核目的不清,体系不完善,环节缺失,指标内容传统死板,权重确定不科学。针对存在的问题,进行了反思,分析了存在的原因。再次,根据分析结果,从培训理念提升、关键绩效指标丰富设计指标内容、强化沟通等多角度提出了针对性建议和设计,特别是以层次分析法为模型对权重进行赋值确定探讨,使得体系更量化。最后,对体系实施进行可行性分析,并提出保障措施,确保体系能够有效运行。
[Abstract]:Middle managers are the core human resources of enterprises, the performance potential of this special group directly affects the realization of enterprise goals, the establishment of an effective performance appraisal system is an important guarantee for middle managers to continuously improve and achieve the goals, but in the process of practice, it is not a simple thing to establish and implement an effective performance appraisal system for managers, on the contrary, sometimes bring more criticism and criticism. It is of great practical significance to study the performance appraisal of middle managers. From the perspective of optimizing and perfecting the performance appraisal system of middle managers, taking the present situation of performance appraisal of middle managers of Huan Mining Company as the starting point, combined with the questionnaire survey, this paper deeply analyzes the causes of the problems and the practical misunderstandings, and focuses on the analysis, research and discussion of the defects of the system and the unreasonable assignment of index weights. First of all, it expounds the related theory and content of performance appraisal, which lays a solid theoretical foundation for the research. Secondly, starting with the operation process of the middle management performance appraisal system of Huan Mining Company, this paper takes the questionnaire survey data as the empirical support, finds out the main problems existing in the assessment system, and summarizes the following main points: the purpose of the assessment is not clear, the system is not perfect, the link is missing, the index content is traditional rigid, and the weight determination is not scientific. In view of the existing problems, this paper reflects on the existing problems and analyzes the reasons for them. Thirdly, according to the analysis results, from the training concept promotion, the key performance indicators enrich the design index content, strengthen the communication and other aspects of the targeted suggestions and design, especially the analytic hierarchy process (AHP) model to determine the weight to determine, so that the system is more quantitative. Finally, the feasibility of the implementation of the system is analyzed, and the safeguard measures are put forward to ensure the effective operation of the system.
【学位授予单位】：燕山大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.1

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