Q燃?xì)夤緺I業(yè)部員工績效考核體系研究
發(fā)布時間：2018-07-15 12:54
【摘要】：處于下游消費(fèi)市場中的城市燃?xì)夤⿷?yīng)企業(yè),由于特許經(jīng)營權(quán)的存在,在特定的某一區(qū)域內(nèi)處于壟斷地位,在這種情況下,燃?xì)馄髽I(yè)容易喪失發(fā)展活力,在加上企業(yè)發(fā)展受到區(qū)域經(jīng)濟(jì)的影響,企業(yè)非常容易陷入發(fā)展桎梏。經(jīng)過多次分析,產(chǎn)生的原因之一是由于以營業(yè)部為主的一線員工在工作中缺少熱情和主動性,在管理過程中缺乏一套行之有效的績效考核體系�？冃Э己耸侨肆Y源管理的一項(xiàng)重要工作,關(guān)系到企業(yè)的核心競爭力和可持續(xù)發(fā)展,科學(xué)的績效考核體系能夠盤活一線員工的工作積極性,提高員工的工作效率,促進(jìn)企業(yè)創(chuàng)新。對此,本人擬對Q燃?xì)夤緺I業(yè)部員工現(xiàn)行的績效考核辦法進(jìn)行分析,查找不足,重新制定一套科學(xué)的績效考核體系。力求通過績效考核體系的建立能夠解決目前營業(yè)部績效考核存在的一系列問題,并以營業(yè)部為原點(diǎn),為其他崗位的績效管理提供借鑒。本文首先梳理了國內(nèi)外績效考核相關(guān)的文獻(xiàn),為后面分析和解決問題提供理論依據(jù)和支撐。其次通過調(diào)查問卷和人員訪談,在對Q燃?xì)夤緺I業(yè)部員工現(xiàn)有的績效考核辦法進(jìn)行深入調(diào)查的基礎(chǔ)上,指出存在的問題和不足,并對問題進(jìn)行了詳細(xì)的分析。接著本文應(yīng)用平衡計(jì)分卡的基本原理,運(yùn)用關(guān)鍵績效指標(biāo)法和個人業(yè)績承諾等績效考核相關(guān)理論,結(jié)合Q燃?xì)夤緦?shí)際情況,對營業(yè)部員工績效考核體系進(jìn)行了重新設(shè)計(jì)。最后本文提出了有效實(shí)施Q燃?xì)夤緺I業(yè)部員工績效考核體系所需的保障措施,制定績效考核管理制度。Q燃?xì)夤緺I業(yè)部員工績效考核體系的重新設(shè)計(jì),能夠有效提高營業(yè)部工作水平,改變部門考核薄弱狀態(tài),加強(qiáng)營業(yè)隊(duì)伍約束管理,提升人力資源管理水平,同時它能夠?yàn)槠渌痪�工種甚至是技術(shù)崗位、管理崗位未來的績效管理提供參考,對企業(yè)健康、協(xié)調(diào)、高質(zhì)高效發(fā)展和業(yè)績提高等方面都具有一定的指導(dǎo)意義和現(xiàn)實(shí)意義。
[Abstract]:Urban gas supply enterprises in the downstream consumer market are in a monopoly position in a particular region because of the existence of franchise. In this case, gas enterprises are liable to lose their development vitality. In addition, the development of enterprises by the impact of regional economy, enterprises are very easy to fall into the shackles of development. After repeated analysis, one of the reasons is the lack of enthusiasm and initiative in the work of the front-line staff, and the lack of an effective performance appraisal system in the process of management. Performance appraisal is an important work of human resource management, which is related to the core competitiveness and sustainable development of enterprises. A scientific performance appraisal system can stimulate the enthusiasm of front-line employees and improve their working efficiency. Promote enterprise innovation. In view of this, I intend to analyze the present performance appraisal method of Q gas company's sales staff, find out the insufficiency, and reformulate a set of scientific performance appraisal system. Through the establishment of performance appraisal system, we can solve a series of problems existing in the performance appraisal of business department, and take the business department as the origin to provide reference for the performance management of other posts. This paper first combs the domestic and foreign performance appraisal related literature, provides the theoretical basis and the support for the later analysis and the solution question. Secondly, through the questionnaire and personnel interviews, on the basis of the in-depth investigation of the existing performance appraisal methods of Q Gas Company, this paper points out the existing problems and shortcomings, and makes a detailed analysis of the problems. Then this paper applies the basic principle of balanced Scorecard, using the key performance indicators method and personal performance commitment and other performance appraisal theory, combined with the actual situation of Q Gas Company, the performance appraisal system of sales staff has been redesigned. Finally, this paper put forward the effective implementation of Q gas company staff performance appraisal system needed to ensure the performance evaluation system. Q gas company sales department staff performance evaluation system redesign. It can effectively improve the working level of the business department, change the weak state of the examination of the department, strengthen the management of the business team, improve the level of human resources management, and at the same time, it can provide other front-line jobs and even technical posts. The future performance management of management posts has some guiding and practical significance for the health, coordination, high quality and efficient development and performance improvement of enterprises.
【學(xué)位授予單位】：哈爾濱理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F426.22
本文編號：2124142
[Abstract]:Urban gas supply enterprises in the downstream consumer market are in a monopoly position in a particular region because of the existence of franchise. In this case, gas enterprises are liable to lose their development vitality. In addition, the development of enterprises by the impact of regional economy, enterprises are very easy to fall into the shackles of development. After repeated analysis, one of the reasons is the lack of enthusiasm and initiative in the work of the front-line staff, and the lack of an effective performance appraisal system in the process of management. Performance appraisal is an important work of human resource management, which is related to the core competitiveness and sustainable development of enterprises. A scientific performance appraisal system can stimulate the enthusiasm of front-line employees and improve their working efficiency. Promote enterprise innovation. In view of this, I intend to analyze the present performance appraisal method of Q gas company's sales staff, find out the insufficiency, and reformulate a set of scientific performance appraisal system. Through the establishment of performance appraisal system, we can solve a series of problems existing in the performance appraisal of business department, and take the business department as the origin to provide reference for the performance management of other posts. This paper first combs the domestic and foreign performance appraisal related literature, provides the theoretical basis and the support for the later analysis and the solution question. Secondly, through the questionnaire and personnel interviews, on the basis of the in-depth investigation of the existing performance appraisal methods of Q Gas Company, this paper points out the existing problems and shortcomings, and makes a detailed analysis of the problems. Then this paper applies the basic principle of balanced Scorecard, using the key performance indicators method and personal performance commitment and other performance appraisal theory, combined with the actual situation of Q Gas Company, the performance appraisal system of sales staff has been redesigned. Finally, this paper put forward the effective implementation of Q gas company staff performance appraisal system needed to ensure the performance evaluation system. Q gas company sales department staff performance evaluation system redesign. It can effectively improve the working level of the business department, change the weak state of the examination of the department, strengthen the management of the business team, improve the level of human resources management, and at the same time, it can provide other front-line jobs and even technical posts. The future performance management of management posts has some guiding and practical significance for the health, coordination, high quality and efficient development and performance improvement of enterprises.
【學(xué)位授予單位】：哈爾濱理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F426.22
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