本文選題：儲運(yùn)站隊(duì) + 績效考核　； 參考：《東北石油大學(xué)》2017年碩士論文

【摘要】：隨著我國經(jīng)濟(jì)體制改革的不斷深化,國有企業(yè)面臨著來自國內(nèi)外的競爭和考驗(yàn)。以人為本、向內(nèi)挖潛,強(qiáng)化企業(yè)管理水平、提高核心競爭能力,對于確立和強(qiáng)化國有企業(yè)市場主體地位有著非常重要的意義。本文選取T公司儲運(yùn)站隊(duì)作為研究對象,在研究、學(xué)習(xí)國內(nèi)外績效考核的理論知識和實(shí)踐經(jīng)驗(yàn)的基礎(chǔ)上,對T公司儲運(yùn)站隊(duì)的績效考核問題開展系統(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)績效考核改進(jìn)方案,進(jìn)一步提升員工工作績效,達(dá)到企業(yè)與員工雙贏的目標(biāo)。本文通過查閱資料、問卷調(diào)查、走訪座談等方式,對T公司儲運(yùn)站隊(duì)的績效考核方案進(jìn)行深入研究,科學(xué)運(yùn)用績效考核相關(guān)理論,指出其在績效考核中存在的主要問題。在明確研究對象發(fā)展定位的基礎(chǔ)上,運(yùn)用關(guān)鍵績效指標(biāo)、360度績效考核等工具,建立適合T公司儲運(yùn)站隊(duì)的績效考核制度,提高站隊(duì)管理水平。改進(jìn)后的績效考核方案解決了原方案存在的問題,將T公司儲運(yùn)站隊(duì)的戰(zhàn)略目標(biāo)分解為具體的、易于評價(jià)的績效指標(biāo),并明確考核標(biāo)準(zhǔn),合理設(shè)置分值。在績效考核實(shí)施過程中,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,使后續(xù)的應(yīng)用有了實(shí)施基礎(chǔ)。最后,提出建立、完善績效考核組織機(jī)構(gòu)、制定成文的績效考核制度、建立全員績效文化及利用信息化手段等措施為績效考核體系運(yùn)行提供保障,希望對T公司儲運(yùn)站隊(duì)的績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)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F426.22

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 繆秀榮;;國有企業(yè)績效考評體系的設(shè)計(jì)思考[J];經(jīng)營管理者;2017年03期

2 成誠;;KPI績效考核存在的問題及優(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;;績效考核在國企中的現(xiàn)狀分析和對策研究[J];經(jīng)營管理者;2016年26期

5 田曉春;;國有企業(yè)如何有效進(jìn)行績效考核[J];商場現(xiàn)代化;2016年23期

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

7 孟愛萍;;國企績效考核存在的問題及其對策[J];河南科技大學(xué)學(xué)報(bào)(社會科學(xué)版);2016年03期

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

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

10 沈斌;;新常態(tài)下國企如何有效實(shí)施績效考核[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究冃Э己梭w系研究[D];燕山大學(xué);2016年

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

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

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

，

本文編號：1794421