F建筑集团人力资源部门绩效考核研究

发布时间：2018-12-28 15:38

【摘要】：当今社会,知识经济已逐渐成为全球瞩目的话题,随之而来的人才强国战略也成为我国发展的重要战略之一。对于建筑企业而言,要想不断发展,赢得行业市场,保持持久的经营活力,注入全新的人力资源管理理念尤为重要。然而,我国建筑企业高层领导对人力资源部门的重视程度普遍较低,更加缺乏对人力资源部门的考核和评估,而作为企业引进人才的窗口,人力资源部门更应该比其他部门重视绩效的提高。因此,研究建筑企业人力资源部门的绩效考核对进一步改善和提高人力资源管理部门的绩效以及促进企业内各群体绩效和企业员工个人绩效都有着重要意义,并最终促进企业整体绩效的提高。本文运用文献分析法总结出了人力资源管理部门的三大职能：基础性工作、日常性工作和战略性工作。基于不同的管理模块,本文进一步将这三大职能进行了细化。同时,通过采用文献分析法和问卷调查法等方法得到了具有普遍性的人力资源部门绩效考核指标。最后,本文采用层次分析法对每个指标的权重进行了赋值,并采取统计分析方法科学处理了相关数据,最终获得了各指标的权重。本文最终按照人力资源部门的职能分类构建出了一个由29个指标构成的绩效考核体系。其中,基础性工作所占比重为13%、日常性工作所占比重为50.5%和战略性工作所占比重为36.5%。全文以F建筑集团为例,分析了大型民营建筑企业在人力资源部门绩效考核方面的问题并结合科学的分析,提出了完整的人力资源部门绩效考核体系。
[Abstract]:Nowadays, knowledge economy has gradually become the topic of global attention, and the strategy of talent power has become one of the important strategies of our country's development. It is very important for the construction enterprises to develop continuously, win the industry market, maintain the lasting management vigor and inject the new idea of human resource management. However, the senior leaders of Chinese construction enterprises generally pay less attention to the human resources departments, and lack the assessment and assessment of the human resources departments, which is the window for enterprises to introduce talents. Human resources departments should pay more attention to the improvement of performance than other departments. Therefore, it is of great significance to study the performance appraisal of human resources departments in construction enterprises to further improve and improve the performance of human resources management departments, and to promote the performance of various groups of enterprises and individual performance of employees. And ultimately promote the overall performance of enterprises. This paper summarizes the three functions of human resource management department by literature analysis: basic work, daily work and strategic work. Based on different management modules, this paper further refines these three functions. At the same time, through the methods of literature analysis and questionnaire survey, the universal performance evaluation index of human resources department is obtained. Finally, the paper uses AHP to assign the weight of each index, and uses the statistical analysis method to deal with the relevant data scientifically, and finally obtains the weight of each index. Finally, according to the function classification of human resources department, this paper constructs a performance appraisal system composed of 29 indicators. Among them, the proportion of basic work is 13%, the proportion of daily work is 50.5%, and the proportion of strategic work is 36.5%. Taking F Construction Group as an example, this paper analyzes the problems in the performance appraisal of human resources departments in large private construction enterprises, and puts forward a complete performance appraisal system of human resources departments in combination with scientific analysis.
【学位授予单位】：长沙理工大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.92

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