本文選題：儲(chǔ)運(yùn)站隊(duì) + 績(jī)效考核��； 參考：《東北石油大學(xué)》2017年碩士論文

【摘要】：隨著我國(guó)經(jīng)濟(jì)體制改革的不斷深化,國(guó)有企業(yè)面臨著來(lái)自國(guó)內(nèi)外的競(jìng)爭(zhēng)和考驗(yàn)。以人為本、向內(nèi)挖潛,強(qiáng)化企業(yè)管理水平、提高核心競(jìng)爭(zhēng)能力,對(duì)于確立和強(qiáng)化國(guó)有企業(yè)市場(chǎng)主體地位有著非常重要的意義。本文選取T公司儲(chǔ)運(yùn)站隊(duì)作為研究對(duì)象,在研究、學(xué)習(xí)國(guó)內(nèi)外績(jī)效考核的理論知識(shí)和實(shí)踐經(jīng)驗(yàn)的基礎(chǔ)上,對(duì)T公司儲(chǔ)運(yùn)站隊(duì)的績(jī)效考核問(wèn)題開展系統(tǒng)研究,結(jié)合企業(yè)深化改革的工作實(shí)際和具體要求,設(shè)計(jì)績(jī)效考核改進(jìn)方案,進(jìn)一步提升員工工作績(jī)效,達(dá)到企業(yè)與員工雙贏的目標(biāo)。本文通過(guò)查閱資料、問(wèn)卷調(diào)查、走訪座談等方式,對(duì)T公司儲(chǔ)運(yùn)站隊(duì)的績(jī)效考核方案進(jìn)行深入研究,科學(xué)運(yùn)用績(jī)效考核相關(guān)理論,指出其在績(jī)效考核中存在的主要問(wèn)題。在明確研究對(duì)象發(fā)展定位的基礎(chǔ)上,運(yùn)用關(guān)鍵績(jī)效指標(biāo)、360度績(jī)效考核等工具,建立適合T公司儲(chǔ)運(yùn)站隊(duì)的績(jī)效考核制度,提高站隊(duì)管理水平。改進(jìn)后的績(jī)效考核方案解決了原方案存在的問(wèn)題,將T公司儲(chǔ)運(yùn)站隊(duì)的戰(zhàn)略目標(biāo)分解為具體的、易于評(píng)價(jià)的績(jī)效指標(biāo),并明確考核標(biāo)準(zhǔn),合理設(shè)置分值。在績(jī)效考核實(shí)施過(guò)程中,將被考核人按照比例確定為優(yōu)秀、良好、合格、不合格四個(gè)等級(jí),使后續(xù)的應(yīng)用有了實(shí)施基礎(chǔ)。最后,提出建立、完善績(jī)效考核組織機(jī)構(gòu)、制定成文的績(jī)效考核制度、建立全員績(jī)效文化及利用信息化手段等措施為績(jī)效考核體系運(yùn)行提供保障,希望對(duì)T公司儲(chǔ)運(yùn)站隊(duì)的績(jī)效考核工作有一定的指導(dǎo)作用。
[Abstract]:With the deepening of China's economic system reform, state-owned enterprises are facing competition and test from home and abroad. It is of great significance to establish and strengthen the dominant position of the state-owned enterprises market by taking people as the basis, tapping the potential inward, strengthening the management level of the enterprises and improving the core competitive ability. In this paper, T company storage and transportation station team is selected as the research object, on the basis of studying the theoretical knowledge and practical experience of performance appraisal at home and abroad, the performance evaluation problem of T company storage and transportation station team is studied systematically. Combined with the actual and specific requirements of deepening the reform of the enterprise, the performance evaluation and improvement scheme is designed to further improve the performance of the staff, and achieve the goal of win-win situation between the enterprise and the employee. In this paper, through consulting materials, questionnaires, interviews, etc., this paper makes an in-depth study on the performance appraisal scheme of the storage and transportation station team of T Company, scientifically applies the relevant theory of performance appraisal, and points out the main problems existing in the performance appraisal. On the basis of defining the development orientation of the research object, using the key performance index and 360-degree performance appraisal tools, the performance appraisal system suitable for T company storage and transportation station team is established, and the management level of the station and transportation station is improved. The improved performance appraisal scheme solves the problems existing in the original scheme and decomposes the strategic objectives of the T company's storage and transportation station into concrete and easy-to-evaluate performance indicators and defines the evaluation criteria and reasonably sets the score. In the process of implementation of performance appraisal, the examinees will be determined as excellent, good, qualified and unqualified according to the proportion of the four grades, so that the subsequent application has the implementation basis. Finally, the paper puts forward some measures, such as establishing and perfecting the organization of performance appraisal, formulating the written performance appraisal system, establishing the performance culture of the whole staff and making use of the means of information to provide the guarantee for the operation of the performance appraisal system. Hope to T company storage and transportation station team performance evaluation work has a certain guiding role.
【學(xué)位授予單位】：東北石油大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F426.22

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 繆秀榮;;國(guó)有企業(yè)績(jī)效考評(píng)體系的設(shè)計(jì)思考[J];經(jīng)營(yíng)管理者;2017年03期

2 成誠(chéng);;KPI績(jī)效考核存在的問(wèn)題及優(yōu)化建議分析[J];中外企業(yè)家;2016年34期

3 侯丹;;資本結(jié)構(gòu)與企業(yè)績(jī)效的相關(guān)性理論綜述[J];黑龍江科技信息;2016年33期

4 吳蓉;;績(jī)效考核在國(guó)企中的現(xiàn)狀分析和對(duì)策研究[J];經(jīng)營(yíng)管理者;2016年26期

5 田曉春;;國(guó)有企業(yè)如何有效進(jìn)行績(jī)效考核[J];商場(chǎng)現(xiàn)代化;2016年23期

6 薛權(quán);;淺析國(guó)有企業(yè)360度績(jī)效考核[J];四川勞動(dòng)保障;2016年08期

7 孟愛萍;;國(guó)企績(jī)效考核存在的問(wèn)題及其對(duì)策[J];河南科技大學(xué)學(xué)報(bào)(社會(huì)科學(xué)版);2016年03期

8 鄭茗心;劉青;趙俊凱;;完善國(guó)企績(jī)效考核指標(biāo)體系研究[J];中國(guó)集體經(jīng)濟(jì);2016年13期

9 蘇藍(lán)天;陳劍勇;;班組績(jī)效管理信息系統(tǒng)開發(fā)[J];廣西電力;2016年02期

10 沈斌;;新常態(tài)下國(guó)企如何有效實(shí)施績(jī)效考核[J];企業(yè)科技與發(fā)展;2016年04期

相關(guān)碩士學(xué)位論文 前7條

1 王明飛;TRQZ公司戰(zhàn)略性績(jī)效管理體系構(gòu)建與實(shí)施[D];山東大學(xué);2016年

2 范笑云;大唐高鴻公司績(jī)效考核體系的改進(jìn)研究[D];湘潭大學(xué);2016年

3 張楠;ZX公司績(jī)效考核優(yōu)化研究[D];東北石油大學(xué);2016年

4 祖一杰;秦皇島中石油昆侖燃?xì)夤究?jī)效考核體系研究[D];燕山大學(xué);2016年

5 馬婧婧;蘭州石化房產(chǎn)管理中心組織績(jī)效方案改進(jìn)研究[D];蘭州大學(xué);2014年

6 朱凱;瀏陽(yáng)市鹽業(yè)公司績(jī)效考核體系改進(jìn)研究[D];湖南大學(xué);2013年

7 喬娉;我國(guó)商業(yè)銀行績(jī)效考核體系的研究[D];中央民族大學(xué);2013年

，

本文編號(hào)：1794421