G建筑公司员工绩效管理体系优化研究

发布时间：2018-03-07 22:14

  本文选题：G建筑公司　切入点：绩效管理　出处：《南昌大学》2015年硕士论文　论文类型：学位论文

【摘要】：从时代发展的角度出发,当代社会是推崇人才竞争力的时代,人力资源和知识资本在企业竞争力的占比从现代化企业的发展来看,人才是发展要素的核心之一,绩效考核方案的改革是改良企业内部人才环境、提升企业人才总体质量的重要手段。从企业的可持续发展战略角度来看,将企业战略目标融入到绩效考核方案之中也有利于战略目标的实践与落实。从我国企业的传统绩效考核模式来看,大多过分重视了财务考核,而忽略了人才技术能力、创新服务能力、学习发展能力等方面的考核,以至于企业缺乏了足够的内在驱动力,无法实现通过绩效考核来推动企业发展的目标。本文以G建筑公司为基础分析了当前该企业员工绩效管理体系的问题,在资料收集过程中发现了企业现阶段所采用的基于目标管理的绩效考核体系在应用中的诸多问题,基于MBO的绩效考核体系受企业内部职权分布的影响出现了不适用性,例如过度重视部门绩效而连带导致个人绩效不足、企业总体目标实现度不足等问题。本研究在G建筑公司绩效考核优化中考虑了使用BSC方案制定KPI指标体系替代传统考核体系的方案,由此提出了采用KPI考核模式的绩效考核方案。由于目前该公司绩效考核管理体系改革尚未开始,因此,笔者希望对该公司原有考核体系中所存在的问题进行分析,探讨KPI考核体系应用方案的实施。本研究采用了问卷调查的方式对G建筑公司原有员工绩效考核体系应用效果与问题进行了调查分析,总结出原有绩效管理体系实施中存在的部门分工职能考核效力较低、考核方案中部分指标权重不合理、管理落实与改革方面存在奖励制度不平衡、考核方案的基层员工反馈途径欠缺、员工技能培训安排较少等问题。基于上述问题,本研究提出了系统的KPI指标考核优化方案以及方案实施的措施。本研究对相关绩效管理理论的发展提供来自建筑行业的实证支撑,同时,希望为其他同类施工企业建立绩效考核方案提供参考和借鉴,增强我国建筑企业的核心竞争力,促进企业持续发展提供实践性指导,具有明显的理论和实践意义。
[Abstract]:From the point of view of the development of the times, the contemporary society is an era in which talent competitiveness is highly respected. From the point of view of the development of modern enterprises, talent is one of the core elements of development. The reform of performance appraisal scheme is an important means to improve the internal talent environment and improve the overall quality of enterprise talents. It is also beneficial to the practice and implementation of the strategic objectives to integrate the strategic objectives into the performance appraisal scheme. From the traditional performance appraisal mode of Chinese enterprises, most of them pay too much attention to the financial assessment, but neglect the talent and technical ability. Innovation service ability, learning development ability and other aspects of the assessment, so that the enterprise lacks enough internal driving force, It is impossible to achieve the goal of promoting the development of the enterprise through performance appraisal. This paper analyzes the problems of employee performance management system in this enterprise based on G Construction Company. In the process of data collection, many problems are found in the application of the performance appraisal system based on objective management, and the performance appraisal system based on MBO is inapplicable because of the influence of the power distribution within the enterprise. For example, too much emphasis on sectoral performance leads to a lack of personal performance, In the performance appraisal optimization of G construction company, the BSC scheme is used to make the KPI index system instead of the traditional evaluation system. Therefore, this paper puts forward a performance appraisal scheme based on KPI. Since the reform of the performance appraisal management system has not yet begun, the author hopes to analyze the problems existing in the original appraisal system of the company. This paper investigates and analyzes the application effect and problems of the original performance appraisal system of employees in G Construction Company by means of questionnaire investigation. Summing up the existing performance management system in the implementation of the department division of labor function evaluation effectiveness is low, the evaluation program in part of the index weights are unreasonable, management implementation and reform of the existing reward system imbalance, Based on the above problems, such problems as the lack of feedback channels for grass-roots employees, the less training arrangements for staff skills and so on. This study proposes a systematic KPI index evaluation optimization scheme and measures to implement the scheme. This study provides empirical support from the construction industry for the development of relevant performance management theory, at the same time, It is hoped to provide reference and reference for other similar construction enterprises to establish performance appraisal scheme, strengthen the core competitiveness of Chinese construction enterprises, and provide practical guidance to promote the sustainable development of enterprises, which has obvious theoretical and practical significance.
【学位授予单位】：南昌大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.92

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本文编号：1581194