本文選題：中層管理者 + 綜合考核��； 參考：《深圳大學》2017年碩士論文

【摘要】：現(xiàn)如今,大多數國內的電力企業(yè)處于制度創(chuàng)新改革的關鍵時期。站在人力資源的角度思考,要做好體制改革的攻堅工作,最重要的就是要在各級組織中選好充當領頭羊作用的中層管理者。同時,建立科學化、健全的電力企業(yè)中層管理者的綜合考核體系,也有利于提升中層管理者的工作能力,使他們的主動性進一步提升,有利于使電力企業(yè)的各項決策和部署的能夠順利實施,并幫助推動企業(yè)的科學發(fā)展。本論文立足于研究電力企業(yè)對中層管理者的綜合考核工作中存在的虛假、失實問題,通過廣泛檢索、查閱國內外有關文獻,深入研究國內外現(xiàn)行的有關績效制度,并在現(xiàn)有成果的基礎上,對綜合考核機制理論的來源與發(fā)展歷程進行闡述,在此基礎上提出中層管理者的綜合考核問題及解決對策。運用實證研究的方法,以C市供電局為例,分析了C市供電局的基本情況、中層管理者配備情況和考核評價工作的現(xiàn)狀�；诖�,開展針對C市供電局綜合考核工作的調研。本論文還參考和借鑒了國內外績效考核的理論研究成果和相關理論的實際應用實踐經驗,對中層管理者的考核制度進行了理論發(fā)展和應用上的探索。論文以C市供電局中層管理者綜合考核現(xiàn)狀為例,針對存在的問題,通過調研走訪,借鑒其他供電企業(yè)及其他國有事業(yè)單位科學先進的中層管理者考核評價制度,結合C市供電局在日常運營的實際情況,將考核內容體系獨立化,建立起“C市供電局以‘民主、公開、競爭、擇優(yōu)’為原則的中層管理者考核體系”。為提高論文相關研究工作及內容的實效性,在C市供電局2016年度中層管理者的綜合考核工作過程中,與該供電局人資部門共同研究談論相關問題,并在C市供電局就建立中層管理者綜合考核機制進行了試點工作。
[Abstract]:Nowadays, most domestic electric power enterprises are in the key period of system innovation and reform. From the point of view of human resources, the most important thing to do well is to select the middle managers who play the leading role in all levels of organizations. At the same time, the establishment of a scientific and sound comprehensive assessment system for middle managers in electric power enterprises is also conducive to enhancing the working ability of middle managers and further enhancing their initiative. It is advantageous to make all kinds of decision and deployment of electric power enterprise carry out smoothly, and help to promote the scientific development of enterprise. This paper is based on the study of the false and false problems in the comprehensive assessment of middle managers in electric power enterprises, through extensive retrieval, consulting the relevant literature at home and abroad, and deeply studying the current performance system at home and abroad. On the basis of the existing achievements, this paper expounds the origin and development course of the theory of comprehensive assessment mechanism, and then puts forward the problems of comprehensive assessment of middle managers and the countermeasures to solve them. Taking C City Power supply Bureau as an example, this paper analyzes the basic situation of C City Power supply Bureau, the situation of middle-level managers and the present situation of assessment and evaluation by using the method of empirical research. Based on this, to carry out comprehensive assessment of C City Power supply Bureau investigation. This paper also refers to the theoretical research results of performance appraisal at home and abroad and the practical application experience of relevant theories, and explores the theoretical development and application of the evaluation system of middle managers. This paper takes C City Power supply Bureau as an example, aiming at the existing problems, through investigation and visit, draw lessons from other power supply enterprises and other state-owned institutions scientific and advanced evaluation system of middle-level managers. According to the actual situation of the daily operation of the power supply bureau in C city, the assessment content system is independent, and the middle manager assessment system of the power supply bureau in C city based on the principle of 'democracy, openness, competition and meritocracy' is established. In order to improve the effectiveness of the related research work and content of the paper, in the process of comprehensive examination of the middle managers of C City Power supply Bureau in 2016, the relevant problems are discussed with the HR department of the Power supply Bureau. And in C City Power supply Bureau on the establishment of middle-level managers comprehensive assessment mechanism for pilot work.
【學位授予單位】：深圳大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92;F426.61

【參考文獻】

相關期刊論文 前3條

1 崔紅;;員工績效考核存在的問題及對策探討[J];產業(yè)與科技論壇;2011年03期

2 陳文婷;;團隊工作方式中績效考核管理活動的轉變[J];人才資源開發(fā);2005年12期

3 丁易;組織績效與員工績效的有機結合[J];中國人力資源開發(fā);2002年12期

，

本文編號：2028913