陕西出版集团职能部门绩效考核研究
发布时间：2018-10-18 13:19
【摘要】：随着管理实践的不断深入,企业对于绩效的关注,已经从单纯关注个人绩效逐渐转移到了关注团队绩效,并且团队绩效考核越来越受到重视。生产和业务团队的考核,或以业务增长为指标,或以成本降低为指标,考核相对容易；但对于职能部门而言,由于工作难以量化,缺乏刚性指标,绩效数据不易收集,且缺乏可比性,绩效考核非常困难。但职能部门又为企业经营目标的达成提供监督、指导和支持,决定着企业的执行力,与企业战略目标的实现密切相关。职能部门考核已成为企业推行全面绩效管理成败的关键。 陕西出版集团自成立以来,为提升经营业绩和综合竞争实力,出台了一系列的措施,取得了一定的效果。但对于各职能部门的绩效考核,却没有起到有效改善其工作绩效的作用。建立一套科学有效的考核方法对陕西出版集团职能部门进行绩效考核,是陕西出版集团急待解决的问题。 本论文在充分研究绩效考核有关理论的基础上,从职能部门价值体现的四个方面——直接服务于企业战略、确保企业正常运营、与其他部门协作配合以及开拓性、创新性的特殊工作事件出发,通过分析职能部门的工作特点、绩效考核的难点、常用绩效考核方法以及陕西出版集团现行职能部门绩效考核中存在的问题,提出了陕西出版集团职能部门“四维度”绩效考核方法,即重点工作维度、事务性工作维度、与其他部门配合维度以及特殊贡献维度。 其中,重点工作维度、事务性工作维度和与其他部门配合维度的工作是必须完成的,该三个维度之间按一定的比例设置权重,维度内选择若干具体指标作为该维度工作绩效的评价依据；特殊贡献维度是“锦上添花”的工作,设置为“加分项”。为了解决各职能部门在各重点工作维度和事务性工作维中的工作任务及工作难度可能存在的不均衡问题,特设置了各维度的绩效系数；特殊贡献维度是鼓励开拓性、创新性的工作,所以不设置上限。 本论文提出的“四维度”绩效考核法是一种新的职能部门绩效考核方法,不仅解决了职能部门工作繁杂、重点工作难以突出的问题,也解决了职能部门习惯于按部就班、不善创新的问题,还促进了部门间的协作与配合,能全面、完整地反映职能部门工作的价值和贡献,对所有企业的职能部门绩效考核都具有一定的借鉴意义,能否成功运用“四维度”考核法的关键是能否在“四维度”的框架内科学分解战略任务、选择考核指标。
[Abstract]:With the deepening of management practice, the concern for performance of enterprises has gradually shifted from focusing on individual performance to paying attention to team performance, and team performance appraisal has been paid more and more attention. It is relatively easy to assess production and business teams, either with business growth as an indicator or with cost reduction as an indicator; however, for functional departments, performance data are not easy to collect because of the difficulty of quantifying work and the lack of rigid indicators. And lack of comparability, performance appraisal is very difficult. However, the functional departments provide supervision, guidance and support for the achievement of business objectives, which determines the executive power of the enterprises and is closely related to the realization of the strategic objectives of the enterprises. The evaluation of functional departments has become the key to the success or failure of comprehensive performance management. Since the establishment of Shaanxi Publishing Group, a series of measures have been put forward in order to improve the business performance and comprehensive competitive strength, and some results have been obtained. However, the performance appraisal of various functional departments has not played an effective role in improving their work performance. It is an urgent problem for Shaanxi Publishing Group to establish a set of scientific and effective evaluation methods to evaluate the performance of the functional departments of Shaanxi Publishing Group. On the basis of fully studying the relevant theories of performance appraisal, this paper focuses on the four aspects of the value of the functional departments-serving the enterprise strategy directly, ensuring the normal operation of the enterprise, cooperating with other departments, and pioneering. Starting from the innovative special work events, this paper analyzes the working characteristics of the functional departments, the difficulties of performance appraisal, the commonly used performance appraisal methods and the problems existing in the performance appraisal of the current functional departments of Shaanxi Publishing Group. This paper puts forward the "four dimensions" performance evaluation method of Shaanxi Publishing Group's functional departments, namely, the key work dimension, the transactional work dimension, the cooperation dimension with other departments and the special contribution dimension. Among them, the work of the key work dimension, the transactional work dimension and the cooperation dimension with other departments must be completed, and the weights are set up according to a certain proportion between the three dimensions. Some specific indicators are selected as the basis for evaluating the performance of the work in the dimension, and the special contribution dimension is the work of "adding the best", which is set to "add item". In order to solve the possible imbalance in the work tasks and the difficulty of each functional department in the key work dimension and the transactional work dimension, the performance coefficient of each dimension is specially set up, and the special contribution dimension is to encourage the pioneering nature. Innovative work, so no cap is set. The "four-dimension" performance appraisal method proposed in this paper is a new performance appraisal method for functional departments. It not only solves the problems of the complex work of functional departments and difficult to highlight the key work, but also solves the problem that functional departments are accustomed to step by step. The problem of poor innovation has also promoted the cooperation and cooperation among departments, which can reflect the value and contribution of the work of the functional departments in an all-round way, and has certain reference significance for the performance appraisal of all the functional departments of the enterprises. The key to the successful application of the "four dimensional" assessment method is whether the strategic task can be scientifically decomposed within the framework of the "four dimensions" and the evaluation index should be selected.
【学位授予单位】：西北大学
【学位级别】：硕士
【学位授予年份】：2011
【分类号】：G231-F
本文编号：2279246
[Abstract]:With the deepening of management practice, the concern for performance of enterprises has gradually shifted from focusing on individual performance to paying attention to team performance, and team performance appraisal has been paid more and more attention. It is relatively easy to assess production and business teams, either with business growth as an indicator or with cost reduction as an indicator; however, for functional departments, performance data are not easy to collect because of the difficulty of quantifying work and the lack of rigid indicators. And lack of comparability, performance appraisal is very difficult. However, the functional departments provide supervision, guidance and support for the achievement of business objectives, which determines the executive power of the enterprises and is closely related to the realization of the strategic objectives of the enterprises. The evaluation of functional departments has become the key to the success or failure of comprehensive performance management. Since the establishment of Shaanxi Publishing Group, a series of measures have been put forward in order to improve the business performance and comprehensive competitive strength, and some results have been obtained. However, the performance appraisal of various functional departments has not played an effective role in improving their work performance. It is an urgent problem for Shaanxi Publishing Group to establish a set of scientific and effective evaluation methods to evaluate the performance of the functional departments of Shaanxi Publishing Group. On the basis of fully studying the relevant theories of performance appraisal, this paper focuses on the four aspects of the value of the functional departments-serving the enterprise strategy directly, ensuring the normal operation of the enterprise, cooperating with other departments, and pioneering. Starting from the innovative special work events, this paper analyzes the working characteristics of the functional departments, the difficulties of performance appraisal, the commonly used performance appraisal methods and the problems existing in the performance appraisal of the current functional departments of Shaanxi Publishing Group. This paper puts forward the "four dimensions" performance evaluation method of Shaanxi Publishing Group's functional departments, namely, the key work dimension, the transactional work dimension, the cooperation dimension with other departments and the special contribution dimension. Among them, the work of the key work dimension, the transactional work dimension and the cooperation dimension with other departments must be completed, and the weights are set up according to a certain proportion between the three dimensions. Some specific indicators are selected as the basis for evaluating the performance of the work in the dimension, and the special contribution dimension is the work of "adding the best", which is set to "add item". In order to solve the possible imbalance in the work tasks and the difficulty of each functional department in the key work dimension and the transactional work dimension, the performance coefficient of each dimension is specially set up, and the special contribution dimension is to encourage the pioneering nature. Innovative work, so no cap is set. The "four-dimension" performance appraisal method proposed in this paper is a new performance appraisal method for functional departments. It not only solves the problems of the complex work of functional departments and difficult to highlight the key work, but also solves the problem that functional departments are accustomed to step by step. The problem of poor innovation has also promoted the cooperation and cooperation among departments, which can reflect the value and contribution of the work of the functional departments in an all-round way, and has certain reference significance for the performance appraisal of all the functional departments of the enterprises. The key to the successful application of the "four dimensional" assessment method is whether the strategic task can be scientifically decomposed within the framework of the "four dimensions" and the evaluation index should be selected.
【学位授予单位】：西北大学
【学位级别】：硕士
【学位授予年份】：2011
【分类号】：G231-F
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