海城公司监理人员绩效考核体系研究

发布时间：2018-07-10 09:21

本文选题：工程监理 + 绩效　；参考：《宁波大学》2013年硕士论文

【摘要】：绩效考核是企业人力资源管理的一项重要环节和内容，不仅能够为人力资源管理提供科学、正确的决策依据，对企业的经营发展和战略目标的实现也起着重要的作用。纵观我国中小监理企业绩效考核体系，普遍存在一系列问题。如何设计一个科学、合理、行之有效的绩效考核体系，能够有效提高监理人员的绩效水平，推动企业经营目标的实现，从而使企业的市场竞争力得以增强，同时有助于监理人员的职业发展，是企业长远战略发展的一项关键工作，这也是本文选题的意义所在。本文以海城监理公司为研究对象，在充分调查、分析公司现行绩效考核体系的基础上，结合绩效考核、绩效管理相关理论和实践经验，设计了一套适合于公司战略发展的绩效考核体系，以提高监理人员的工作业绩和绩效水平，从而实现员工的职业发展和企业的战略发展。首先，在回顾了绩效考核的相关理论的基础上，就公司现行的绩效考核体系进行了详细的分析、研究，并针对不同层次的监理人员进行了问卷调查。经分析公司现行的绩效考核制度主要存在考核目的不明确、考核主观性较大、考核过程缺乏沟通反馈、绩效考核结果应用不合理等一系列问题。其次，针对公司绩效考核存在的问题，并根据绩效考核相关理论和监理行业经验，，设计了新的绩效考核体系。对绩效考核的原则、目的进行了明确界定，通过工作任务分析和监理工作流程分析，健全了绩效考核的内容，确定了绩效考核指标、标准和权重，并重新构建了考核周期和考核主体等。最后，探讨了新的绩效考核体系的实施，从绩效考核的组织机构、绩效反馈面谈与申诉等方面阐述了确保绩效考核成功实施的相关措施，并初步研究了绩效考核结果的具体应用。
[Abstract]:Performance appraisal is an important link and content of enterprise ' s human resources management . It can not only provide scientific and correct decision - making basis for human resources management , but also play an important role in the realization of enterprise ' s management and development .

Firstly , on the basis of reviewing the relevant theories of performance appraisal , this paper makes a detailed analysis and research on the current performance appraisal system of the Company , and carries out the questionnaire to the supervisors at different levels . The current performance appraisal system of the Company mainly has a series of problems such as unclear appraisal purpose , big appraisal subjectivity , lack of communication feedback , unreasonable application of performance appraisal results , etc .

Secondly , aiming at the problems existing in the performance appraisal of the company , and based on the theory of performance assessment and the experience of supervision industry , a new performance appraisal system is designed . The principle and purpose of the performance appraisal are clearly defined , the content of the performance appraisal is perfected through the analysis of the job task and the supervision work flow , the performance appraisal index , the standard and the weight are improved , and the appraisal cycle and the appraisal main body are reconstructed .

Finally , the implementation of the new performance appraisal system is discussed , and the relevant measures to ensure the successful implementation of the performance appraisal are expounded from the organizational structure , the performance feedback interview and the complaint of the performance appraisal , and the concrete application of the performance appraisal result is preliminarily studied .
【学位授予单位】：宁波大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.92

【参考文献】