M煤炭公司绩效管理优化研究

发布时间：2018-04-22 14:45

本文选题：煤炭企业 + 绩效管理　；参考：《内蒙古大学》2017年硕士论文

【摘要】：在煤炭行业遭遇"寒冬"的经济背景下,煤炭企业如何突出重围、持续地经营发展下去是一个重大的课题。在未来很长一段时间内,煤炭将仍然是我国能源的主要支撑,这是优秀的煤炭企业继续生存发展下去的前提。如何生存发展,必须内强管理,外求转型。绩效管理作为卓越的企业管理工具体系,对提高企业生产效率和管理水平有着十分积极的作用。然而,大部分煤炭企业在应用绩效管理时过于急功近利,在没有进行科学的职位分析、明确岗位职责的情况下,仓促出台绩效管理制度,以绩效考核代替绩效管理,缺乏绩效辅导和绩效反馈,无法帮助企业实现绩效持续提升的目标。本文以M公司为案例,按照现实背景与理论基础、研究对象基本情况与问题分析、优化解决方案三个层次展开研究,深刻剖析了其在绩效管理方面存在的不足与问题,结合绩效管理一般理论和前人的研究成果与优秀经验,给出了建议与措施:第一,在企业实施系统的绩效管理之前,必须明确企业的战略目标和人员岗位职责,这是开展科学管理的基础;第二,企业务必以系统性的思维看待绩效管理,遵循绩效计划、绩效实施辅导、绩效考核、绩效反馈的封闭循环体系开展,这是一个有机的循环结构,哪一个环节的缺失或者薄弱都可能导致绩效管理无效。
[Abstract]:Under the economic background of "winter" in the coal industry, it is an important task for coal enterprises to break out and continue to run and develop. For a long time in the future, coal will still be the main support of China's energy, which is the prerequisite for the survival and development of excellent coal enterprises. How to survive and develop, must internal strong management, seek transformation outside. As an excellent management tool system, performance management plays an active role in improving the production efficiency and management level of enterprises. However, most coal enterprises in the application of performance management is too eager to achieve immediate benefits, in the absence of scientific position analysis, clear job responsibilities, rushed to introduce performance management system, performance appraisal instead of performance management, Lack of performance guidance and performance feedback, can not help enterprises achieve the goal of continuous performance improvement. This paper takes M Company as a case, according to the realistic background and theoretical basis, the research object basic situation and problem analysis, optimization solution three levels of research, deeply analyzed its performance management in the aspects of shortcomings and problems. Combined with the general theory of performance management and the previous research results and excellent experience, this paper gives some suggestions and measures: first, before the enterprise implements the systematic performance management, it is necessary to define the strategic objectives and post responsibilities of the enterprise. This is the basis of scientific management; second, enterprises must take a systematic view of performance management, follow performance plans, performance implementation guidance, performance appraisal, performance feedback closed cycle system. This is an organic circular structure, which link of missing or weak may lead to ineffective performance management.
【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;F426.21

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