本文選題：績(jī)效考評(píng)　切入點(diǎn)：優(yōu)化設(shè)計(jì)　出處：《電子科技大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

【摘要】：高效的績(jī)效考評(píng)體系不僅可以幫助企業(yè)完成既定的發(fā)展目標(biāo),提高組織執(zhí)行力,而且為組織和員工成長(zhǎng)指明方向。研究表明,企業(yè)只有建立企業(yè)自身發(fā)展?fàn)顩r的績(jī)效考評(píng)體系,才能切實(shí)提高員工執(zhí)行力,不斷激勵(lì)員工的工作積極性,激發(fā)員工在具體工作過(guò)程中的創(chuàng)造力,在面對(duì)復(fù)雜市場(chǎng)競(jìng)爭(zhēng)局面的情況下,科學(xué)有效的績(jī)效考評(píng)體系將增加組織內(nèi)聚力,增強(qiáng)企業(yè)市場(chǎng)競(jìng)爭(zhēng)力。經(jīng)過(guò)多年的發(fā)展,四川JS公司市場(chǎng)競(jìng)爭(zhēng)力逐步增強(qiáng),市場(chǎng)占有率顯著上升,但是由于公司所處行業(yè)為建筑業(yè),屬于典型的勞動(dòng)密集型行業(yè),公司所面臨的市場(chǎng)壓力逐步加大,一方面逐步上升的勞動(dòng)力成本不斷擠壓原有的經(jīng)營(yíng)利潤(rùn);另一方面公司不得不面對(duì)外來(lái)競(jìng)爭(zhēng)者的在技術(shù)優(yōu)勢(shì)壓力,面對(duì)這種情況,如何對(duì)公司各部門(mén)進(jìn)行科學(xué)考評(píng),建立績(jī)效導(dǎo)向的工作方式,將績(jī)效考評(píng)的理念引入員工日常工作,充分調(diào)動(dòng)員工的工作積極性和創(chuàng)造力,對(duì)公司的發(fā)展至關(guān)重要。本文在介紹績(jī)效考評(píng)相關(guān)理論的基礎(chǔ)上,深入分析了四川JS公司的績(jī)效考評(píng)現(xiàn)狀及存在的問(wèn)題,然后基于目前考評(píng)方案中存在的問(wèn)題對(duì)JS四川公司的績(jī)效考評(píng)方案進(jìn)行優(yōu)化,旨在建構(gòu)一個(gè)基于行業(yè)特質(zhì)、契合公司發(fā)展戰(zhàn)略和平衡計(jì)分卡的多重績(jī)效考評(píng)模式。在優(yōu)化方案中筆者分別對(duì)四川JS公司的員工績(jī)效考評(píng)方案與部分考評(píng)方案進(jìn)行優(yōu)化,同時(shí)本文不僅只關(guān)注績(jī)效評(píng)價(jià)指標(biāo)的建立,還對(duì)績(jī)效考評(píng)實(shí)施流程、績(jī)效考評(píng)面談、績(jī)效考評(píng)結(jié)果的應(yīng)用等方面做了全面詳細(xì)的優(yōu)化。在具體的優(yōu)化方案中運(yùn)用關(guān)鍵績(jī)效指標(biāo)對(duì)員工工作業(yè)績(jī)、工作能力、工作態(tài)度等方面進(jìn)行全面考評(píng),同時(shí)將考評(píng)結(jié)果與員工薪酬、職位調(diào)整、培訓(xùn)等緊密掛鉤,極大的將績(jī)效考評(píng)融入到員工的各個(gè)工作細(xì)節(jié)中。運(yùn)用平衡計(jì)分卡對(duì)從財(cái)務(wù)、客戶、流程、質(zhì)量、學(xué)習(xí)成長(zhǎng)等維度設(shè)計(jì)考評(píng)指標(biāo)對(duì)公司各部門(mén)績(jī)效進(jìn)行考評(píng),同時(shí)在優(yōu)化后的績(jī)效考評(píng)方案中將部門(mén)考評(píng)與員工考評(píng)兩個(gè)部分良好的結(jié)合起來(lái),形成良好的互動(dòng)性,有助于兩個(gè)部分的績(jī)效考評(píng)形成良好的互動(dòng)和互補(bǔ)。此外在優(yōu)化方案中還運(yùn)用硬性分布法對(duì)員工和部門(mén)考核結(jié)果進(jìn)行強(qiáng)制分布,此舉不僅有助于在企業(yè)內(nèi)部制造良好的競(jìng)爭(zhēng)氛圍,同時(shí)還能極大的調(diào)動(dòng)員工的工作積極性,進(jìn)而提升員工和組織績(jī)效。最后為了確保優(yōu)化后的績(jī)效考評(píng)方案更加完善,更加具有可操作性,同時(shí)為了保證優(yōu)化后的績(jī)效考評(píng)方案的組織設(shè)施,在本文的最后部分還從組織保障、人員保障與動(dòng)員、制度保障等方面全面探討了績(jī)效考評(píng)的保障措施。
[Abstract]:An efficient performance appraisal system can not only help the enterprise to achieve the established development goals and improve the organizational execution ability, but also point out the direction for the growth of the organization and the staff. The research shows that the enterprise only establishes the performance appraisal system of the enterprise's own development situation. In order to improve the executive ability of employees, constantly encourage the enthusiasm of employees, stimulate the creativity of employees in the specific work process, in the face of complex market competition situation, A scientific and effective performance appraisal system will increase organizational cohesion and enhance the market competitiveness of enterprises. After years of development, the market competitiveness of Sichuan JS Company has been gradually strengthened, and its market share has increased significantly. However, because the company is in the construction industry, belongs to the typical labor-intensive industry, the company is faced with increasing market pressure, on the one hand, rising labor costs continue to squeeze the original operating profits; On the other hand, the company has to face the pressure of foreign competitors in technology advantage. In the face of this situation, how to carry out scientific evaluation on various departments of the company, establish a performance-oriented work style, and introduce the concept of performance appraisal into the daily work of employees. It is very important for the development of the company to fully mobilize the enthusiasm and creativity of employees. On the basis of introducing the relevant theories of performance appraisal, this paper deeply analyzes the present situation and existing problems of performance appraisal in Sichuan JS Company. Then, based on the problems existing in the current appraisal scheme, the performance evaluation scheme of JS Sichuan Company is optimized in order to construct an industry based on the characteristics of the industry. According to the development strategy of the company and the multiple performance evaluation model of the balanced scorecard, the author optimizes the employee performance appraisal scheme of Sichuan JS Company and part of the appraisal scheme respectively. At the same time, this paper not only pays attention to the establishment of performance evaluation indicators, but also implements the process of performance evaluation, performance evaluation interviews, The application of performance appraisal results has been optimized in detail. The key performance indicators are used to evaluate the work performance, work ability, work attitude and so on. At the same time, the evaluation results are closely linked to employee compensation, position adjustment, training and so on, greatly integrating the performance evaluation into the various job details of the staff. Use balanced scorecard to evaluate the financial, customer, process, quality, etc. Learning growth and other dimensions design evaluation indicators to evaluate the performance of the company's various departments, at the same time in the optimized performance appraisal program, the department evaluation and employee evaluation of the two parts of a good combination, forming a good interactive, In addition, in the optimization of the program, the mandatory distribution of the results of staff and departments is also used. This will not only help to create a good competitive atmosphere within the enterprise, but also can greatly mobilize the enthusiasm of employees, thereby improving staff and organizational performance. Finally, in order to ensure that the optimized performance appraisal program is more perfect, At the same time, in order to ensure the organizational facilities of the optimized performance appraisal scheme, in the last part of this paper, it also discusses the safeguard measures of the performance appraisal from the aspects of organizational security, personnel security and mobilization, system guarantee and so on.
【學(xué)位授予單位】：電子科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F426.92

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