HG公司经营管理人才考评体系研究

发布时间：2018-03-27 19:46

本文选题：经营管理人才　切入点：考评体系　出处：《中国石油大学(华东)》2015年硕士论文

【摘要】：企业中的经营管理人才是企业管理运营的中坚力量,在推动组织目标实现的过程发挥着关键作用。企业往往通过考评体系来约束管理人员的行为并促使其作用发挥。本文将结合HG公司实际,主要对公司经营管理人才考评体系进行修订完善。本文以HG公司经营管理人才考评体系为研究对象,通过大量查阅文献资料,深入了解管理学、人才学、人力资源管理、组织行为学、数理统计学等学科知识,充分借鉴国内外研究现状,为工作开展提供了研究基础。主要应用统计调查研究和实地研究的方法,通过实地问卷调查、座谈等方式对HG公司经营管理人才考评体系进行研究分析,查找出现有体系存在考评指标、标准、权重设置不合理,评价结果显示、评价信息调整和鉴定缺失,评价结果反馈缺乏等问题。针对存在的问题,分别对HG公司基层领导班子和经营管理人才考评指标、考评标准体系进行了设计修订,并应用比较赋权法设计了权重体系,实现了对HG公司经营管理人才考评体系的优化。同时,本文采用要素加权法建立数学模型,通过实际应用,证实了优化后考评体系的可行性。此外,为保障考评体系的顺利组织实施,提出了包括考评程序制定、考评周期确定、参评人群体选择、评价信息调整与鉴定、评价结果显示与反馈在内的组织程序和包括实施动态改进、完善激励机制、开展考评培训、建立申诉制度在内的保障措施。最后,本文对整体研究进行了总结,提出了存在的问题和对未来研究方向的展望。
[Abstract]:The management talents in the enterprises are the backbone of the management and operation of the enterprises. Enterprises often use the evaluation system to restrain the behavior of managers and make them play a role. This paper will combine the actual situation of HG Company. This article takes HG company management talent appraisal system as the research object, through consulting a lot of documents, deeply understand management, talent, human resources management, The knowledge of organizational behavior, mathematical statistics and other subjects, drawing on the current research situation at home and abroad, provides the research foundation for the work. Through the discussion and analysis of HG company's management talent appraisal system, we find out that there are evaluation indexes, standards, weight setting unreasonable, evaluation results show, evaluation information adjustment and appraisal missing, In view of the existing problems, the evaluation index and evaluation standard system of HG company's grass-roots leading group and management talents are designed and revised, and the weight system is designed by using comparative weight method. At the same time, this paper uses the factor weighting method to set up the mathematical model, through the practical application, the feasibility of the optimized appraisal system is proved. In order to ensure the smooth organization and implementation of the evaluation system, it is proposed that the evaluation procedure be formulated, the evaluation cycle determined, the group selection of the participants, the evaluation information adjusted and appraised. The evaluation results show the organizational procedures including feedback, including the implementation of dynamic improvement, the improvement of incentive mechanism, the development of evaluation training, the establishment of a complaints system and other safeguards. Finally, this paper summarizes the overall research. The existing problems and prospects for future research are put forward.
【学位授予单位】：中国石油大学(华东)
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.22

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