SDHA公司中层管理人员绩效考核指标体系构建与应用研究
发布时间：2019-04-13 12:43
【摘要】：绩效考核是绩效管理的关键环节,是人力资源管理的核心问题之一。通过科学考评方法,对照绩效标准和工作目标,评定员工工作职责完成情况,并将结果进行反馈和沟通,能够促使员工全面认识自身绩效,从而改进工作,促进个人职业发展,发挥工作积极性和主动性,保证企业内部管理机制的有序运转。中层管理人员是企业的中坚力量,是企业宝贵的人才资源,在企业管理中承担着承上启下、承前启后、承点起面的重要角色。因此建立中层管理人员绩效考核指标体系是战略性人力资源管理的需要,对于完成战略目标和任务变得越来越重要。为了构建适合SDHA公司中层管理人员绩效考核指标体系(以下简称指标体系),并将指标体系应用到中层管理人员的绩效考核中,为实现组织战略目标服务,本文从研究与绩效指标构建相关的基本理论着手,分清绩效和绩效考核的真正含义,为构建指标体系奠定基础。接着对国内外指标体系研究现状和SDHA公司中层管理人员指标体系现状进行分析,指出了SDHA公司在中层管理人员指标体系构建方面存在的问题和不足,从而提出了构建SDHA公司中层管理人员指标体系的目标、原则和方法。然后综合运用各种绩效考核方法和原理以及专家评定法、层次分析法,对SDHA公司中层管理人员指标体系进行构建,并对指标体系如何应用进行研究和探讨。该指标体系经过公司中层管理人员绩效考核实施,证明是可行的,值得在公司推广和应用。在构建中层管理人员指标体系过程中,本研究用层次分析法作为主要工具贯穿其中,将考核指标分级分层,通过专家评定构建判断矩阵,确定各层次指标权重。在指标考核周期确定方面,去除了单一考核周期的不合理性,采用绩效计算公式加权汇总,使指标得分与权重相一致性,从而计算出中层管理人员不同时期的绩效,应用到公司各种人力资源活动中,发挥绩效考核体系的激励作用,最终为中层管理人员实现组织战略目标服务。
[Abstract]:Performance appraisal is the key link of performance management and one of the core issues of human resources management. Through the scientific evaluation method, according to the performance standard and the work goal, the employee's job responsibility accomplishment is assessed, and the results are feedback and communicated, which can promote the employees' comprehensive understanding of their own performance, thereby improving their work and promoting their personal career development. Give full play to the enthusiasm and initiative of the work to ensure the orderly operation of the internal management mechanism of the enterprise. Middle-level managers are the backbone of the enterprise and the valuable talent resources of the enterprise. They play an important role in the management of the enterprise, such as connecting the above with the next, connecting the past with the future, and carrying on the important role at the beginning of the enterprise. Therefore, it is the need of strategic human resource management to establish the performance appraisal index system of middle-level managers, and it is more and more important to accomplish the strategic goals and tasks. In order to construct the performance appraisal index system (hereinafter referred to as the index system) suitable for middle-level managers of SDHA Company, and apply the index system to the performance appraisal of middle-level managers, serve for the realization of the organizational strategic objectives. This paper studies the basic theory related to the construction of performance indicators, distinguishes the true meaning of performance and performance appraisal, and lays the foundation for the construction of index system. Then it analyzes the current situation of index system research at home and abroad and the middle management index system of SDHA Company, and points out the problems and shortcomings in the construction of middle-level management index system in SDHA Company. Thus, this paper puts forward the goal, principle and method of constructing the index system of middle-level managers in SDHA Company. Then, using various methods and principles of performance appraisal, expert evaluation and analytic hierarchy process (AHP), this paper constructs the index system of middle-level managers in SDHA Company, and studies and discusses how to apply the index system. The index system is proved to be feasible and worthy to be promoted and applied in the company through the implementation of the performance appraisal of middle-level managers in the company. In the process of constructing the index system of middle-level managers, the analytic hierarchy process (AHP) is used as the main tool through which the assessment index is graded and layered, and the judgment matrix is constructed through the evaluation of experts to determine the weights of the indexes at each level. In the aspect of determining the index evaluation cycle, the irrationality of a single evaluation cycle is removed, and the weighted summary of performance calculation formula is used to make the index score and weight consistent, thus the performance of middle-level managers in different periods is calculated, and the performance of middle-level managers in different periods is calculated. It is applied to all kinds of human resources activities of the company, and plays an incentive role of performance appraisal system, and finally serves for middle managers to achieve the strategic goals of the organization.
【学位授予单位】：山东理工大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.7
本文编号：2457572
[Abstract]:Performance appraisal is the key link of performance management and one of the core issues of human resources management. Through the scientific evaluation method, according to the performance standard and the work goal, the employee's job responsibility accomplishment is assessed, and the results are feedback and communicated, which can promote the employees' comprehensive understanding of their own performance, thereby improving their work and promoting their personal career development. Give full play to the enthusiasm and initiative of the work to ensure the orderly operation of the internal management mechanism of the enterprise. Middle-level managers are the backbone of the enterprise and the valuable talent resources of the enterprise. They play an important role in the management of the enterprise, such as connecting the above with the next, connecting the past with the future, and carrying on the important role at the beginning of the enterprise. Therefore, it is the need of strategic human resource management to establish the performance appraisal index system of middle-level managers, and it is more and more important to accomplish the strategic goals and tasks. In order to construct the performance appraisal index system (hereinafter referred to as the index system) suitable for middle-level managers of SDHA Company, and apply the index system to the performance appraisal of middle-level managers, serve for the realization of the organizational strategic objectives. This paper studies the basic theory related to the construction of performance indicators, distinguishes the true meaning of performance and performance appraisal, and lays the foundation for the construction of index system. Then it analyzes the current situation of index system research at home and abroad and the middle management index system of SDHA Company, and points out the problems and shortcomings in the construction of middle-level management index system in SDHA Company. Thus, this paper puts forward the goal, principle and method of constructing the index system of middle-level managers in SDHA Company. Then, using various methods and principles of performance appraisal, expert evaluation and analytic hierarchy process (AHP), this paper constructs the index system of middle-level managers in SDHA Company, and studies and discusses how to apply the index system. The index system is proved to be feasible and worthy to be promoted and applied in the company through the implementation of the performance appraisal of middle-level managers in the company. In the process of constructing the index system of middle-level managers, the analytic hierarchy process (AHP) is used as the main tool through which the assessment index is graded and layered, and the judgment matrix is constructed through the evaluation of experts to determine the weights of the indexes at each level. In the aspect of determining the index evaluation cycle, the irrationality of a single evaluation cycle is removed, and the weighted summary of performance calculation formula is used to make the index score and weight consistent, thus the performance of middle-level managers in different periods is calculated, and the performance of middle-level managers in different periods is calculated. It is applied to all kinds of human resources activities of the company, and plays an incentive role of performance appraisal system, and finally serves for middle managers to achieve the strategic goals of the organization.
【学位授予单位】：山东理工大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.7
【参考文献】
相关期刊论文 前1条
1 鲁茜;;基于KPI的中小企业绩效管理体系分析研究[J];中国商贸;2011年05期
，本文编号：2457572
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