山东SE电建公司员工绩效考核体系研究

发布时间：2018-03-27 23:30

本文选题：山东SE电建公司　切入点：绩效考核　出处：《山东财经大学》2015年硕士论文

【摘要】：国际经济社会的不断发展促使企业不断提高对绩效考核方面重视,不断加大对绩效考核方面的投入,带来了企业绩效考核体系方面的革新,之前没有建立绩效考核制度的企业逐渐建立该项制度,其他已经建立绩效考核制度的企业也在不断细化和完善该项制度,绩效考核制度也逐渐真正成为人力资源管理的重要内容。然而,正确、科学、合理地衡量企业员工的工作表现以及对企业所做贡献的多少,在此基础上采用科学的奖罚措施以调动员工的工作积极性,最大限度开发员工自身潜力,对实现企业的战略目标,促进企业长远发展至关重要。国有企业作为中国经济的一大支柱,尽管通过这些年的改革,总体上已经同市场经济相融合,但是,国有企业在自身发展的过程中仍面临许多亟待解决的问题,其中,企业效率不高、效益不尽人意的问题十分突出,进一步深化国有企业改革势在必行。要解决当下国有企业运作效率不高、经济效益不尽人意的问题,除了革新国有企业的基础运行模式外,从实质上变革国有企业企业管理的具体内容更为重要,建立一套现代科学管理模式势在必行,而这套管理模式必须以符合市场经济运行规律为前提。本文旨在通过分析国有电力施工企业现代人力资源管理中绩效考核的问题现状,结合山东SE电建公司人力资源优化的实例,探讨如何优化国有电力施工企业的绩效考核,提高企业运行效率和经济效益,从而提升企业竞争力。本文主要分为五个部分,第一部分对绩效、绩效管理和绩效考核概念进行辨析,提出绩效考核体系的运转过程,具体详细地分析绩效考核的作用、原则、内容和方法,为后文阐述山东SE电建公司绩效考核体系存在的问题及解决方案打下基础。第二部分具体分析山东SE电建公司员工绩效考核体系的现状,找出现有绩效考核体系中存在的问题,包括考核指标缺乏针对性、考核周期太长、绩效考核结果未及时反馈三大问题。第三部分针对山东SE电建公司员工绩效考核体系的现状以及存在的问题,分析山东SE电建公司员工绩效考核体系重构的基础,并在此基础上尝试对绩效考核体系进行重构设计。第四部分分析指出实施重构后的员工绩效考核制度以及在实施中注意的问题。重构后的制度从实施前的培训开始,中间对实施过程的控制,到最后建立绩效考核信息系统,形成了一个闭环管理的考核制度。第五部分得出结论。
[Abstract]:With the development of international economy and society, enterprises pay more attention to performance appraisal, increase their investment in performance appraisal, and bring about the innovation of performance appraisal system. Enterprises that have not established a performance appraisal system have gradually established the system, and other enterprises that have established a performance appraisal system are also constantly refining and improving the system. Performance appraisal system has gradually become an important part of human resource management. However, it is correct, scientific and reasonable to measure the performance of employees and how much they contribute to the enterprise. On this basis, scientific reward and punishment measures are adopted in order to mobilize the enthusiasm of the staff, to maximize the development of their own potential, and to achieve the strategic objectives of the enterprise. It is essential to promote the long-term development of enterprises. As a pillar of China's economy, state-owned enterprises have been integrated with the market economy in general through the reform of these years, but, In the process of their own development, state-owned enterprises still face many problems that need to be solved urgently. Among them, the problems of low efficiency and unsatisfactory efficiency of enterprises are very prominent. It is imperative to further deepen the reform of state-owned enterprises. In order to solve the problems of inefficient operation and unsatisfactory economic benefits of state-owned enterprises, in addition to innovating the basic operating mode of state-owned enterprises, In essence, it is more important to change the concrete contents of the management of state-owned enterprises, so it is imperative to establish a set of modern scientific management mode. This management model must be in accordance with the law of market economy. The purpose of this paper is to analyze the current situation of performance appraisal in modern human resource management of state-owned electric power construction enterprises. This paper discusses how to optimize the performance evaluation of state-owned electric power construction enterprises, improve the operation efficiency and economic efficiency of the enterprises, and thus enhance the competitiveness of the enterprises. This paper is mainly divided into five parts. The first part analyzes the concept of performance, performance management and performance appraisal, puts forward the operating process of performance appraisal system, and analyzes the function, principle, content and method of performance appraisal in detail. The second part analyzes the current situation of the performance appraisal system of Shandong SE Electric Power Construction Company, and finds out the existing problems in the performance appraisal system. The third part aims at the current situation and existing problems of the performance appraisal system of Shandong SE Electric Power Construction Company, including the lack of pertinence of the assessment index, the long period of the appraisal, and the failure of feedback on the results of the performance appraisal in time. This paper analyzes the basis of reconstructing the employee performance appraisal system of Shandong SE Electric Power Construction Company. On the basis of this, it tries to design the performance appraisal system. The fourth part points out the staff performance appraisal system after implementation and the problems that should be paid attention to in the implementation. The reconstructed system starts from the training before implementation. In the end, the performance appraisal information system is established and a closed-loop management evaluation system is formed. The fifth part draws a conclusion.
【学位授予单位】：山东财经大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.61

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