發(fā)布時(shí)間：2018-04-05 17:06

  本文選題：鑄造機(jī)械　切入點(diǎn)：績效考核體系　出處：《青島科技大學(xué)》2017年碩士論文

【摘要】：山東JH鑄造機(jī)械公司成立于1994年,以砂處理設(shè)備、除塵設(shè)備、清理設(shè)備的設(shè)計(jì)、開發(fā)、生產(chǎn)和銷售為主營業(yè)務(wù),致力于為鑄造、建筑、工程機(jī)械等提供性價(jià)比最優(yōu)產(chǎn)品的大型鑄造企業(yè)。本文以山東JH鑄造機(jī)械(諸城區(qū)域)公司為研究對(duì)象,采用文獻(xiàn)研究法、實(shí)地調(diào)研法和定性與定量分析法三種方法,對(duì)公司的績效考核體系進(jìn)行優(yōu)化研究。本文采用問卷調(diào)查法對(duì)354名員工進(jìn)行調(diào)查,并對(duì)17名員工進(jìn)行了重點(diǎn)訪談,得出山東JH鑄造機(jī)械(諸城區(qū)域)公司存在的主要問題有與公司戰(zhàn)略目標(biāo)聯(lián)系不緊密、績效考核體系不完善、績效指標(biāo)和指標(biāo)權(quán)重設(shè)計(jì)不合理、績效考核主體單一、沒有建立有效的溝通反饋機(jī)制、績效考核結(jié)果未得到有效利用等,為切實(shí)解決公司目前存在的問題,在分析問題產(chǎn)生原因的基礎(chǔ)上,本文設(shè)計(jì)了一套完整的績效考核體系。通過關(guān)鍵績效指標(biāo)法提取企業(yè)級(jí)關(guān)鍵績效指標(biāo),并將指標(biāo)層層分解到部門、員工,以達(dá)到考核指標(biāo)的有效性�？冃Э己朔譃椴块T考核和員工考核兩類。公司生產(chǎn)部門指生產(chǎn)車間、生產(chǎn)管理部和工藝質(zhì)量部,其考核指標(biāo)有生產(chǎn)任務(wù)目標(biāo)、生產(chǎn)質(zhì)量目標(biāo)、安全生產(chǎn)目標(biāo)、綜合管理目標(biāo)。職能部門包括行政人事部、財(cái)務(wù)部、采購部和售后服務(wù)部,根據(jù)不同部門職能設(shè)置考核指標(biāo)。中層管理人員和普通員工的績效考核指標(biāo)均由工作業(yè)績、工作能力、工作態(tài)度三項(xiàng)指標(biāo)組成,但不同部門不同崗位各自設(shè)置不同的指標(biāo)�？冃Э己酥笜�(biāo)的權(quán)重確定,部門采用倍數(shù)加權(quán)法,員工采用層次分析法。根據(jù)績效考核指標(biāo)、考核權(quán)重和考核主體及周期,設(shè)計(jì)績效考核表,確定考核標(biāo)準(zhǔn),最后制定績效考核體系的實(shí)施方案和保障措施,從而形成一套完整科學(xué)的適應(yīng)于山東JH鑄造機(jī)械(諸城區(qū)域)公司實(shí)際的績效考核體系。本文的主要?jiǎng)?chuàng)新之處在于應(yīng)用關(guān)鍵績效指標(biāo)法和360°績效考核法按照企業(yè)、部門、員工三個(gè)層次對(duì)山東JH鑄造機(jī)械(諸城區(qū)域)公司績效考核體系進(jìn)行優(yōu)化設(shè)計(jì),將理論與實(shí)踐相結(jié)合,一方面提高公司績效考核體系實(shí)施效果,另一方面豐富鑄造機(jī)械企業(yè)績效考核理論,為其他同類企業(yè)績效考核體系優(yōu)化提供一定的借鑒意義。
[Abstract]:Shandong JH Foundry Machinery Co., Ltd. was founded in 1994, with sand treatment equipment, dust removal equipment, cleaning equipment design, development, production and sales as the main business, dedicated to foundry, construction,Large-scale foundry enterprises, such as construction machinery, which provide the best price-to-performance products.This paper takes Shandong JH foundry machinery (Zhucheng district) company as the research object, adopts the literature research method, the field investigation method and the qualitative and quantitative analysis method, carries on the optimization research to the company's performance appraisal system.In this paper, 354 employees were investigated by questionnaire, and 17 employees were interviewed. It is concluded that the main problems of JH foundry machinery (Zhucheng region) company in Shandong province are that it is not closely related to the strategic objectives of the company.The system of performance appraisal is not perfect, the design of performance index and index weight is unreasonable, the main body of performance appraisal is single, the effective communication and feedback mechanism has not been established, the result of performance appraisal has not been effectively utilized, etc.In order to solve the existing problems of the company, this paper designs a complete performance appraisal system on the basis of analyzing the causes of the problems.The key performance index of enterprise level is extracted by the key performance index method, and the index is decomposed to the department and staff layer by layer, in order to achieve the effectiveness of the evaluation index.Performance appraisal is divided into two types: departmental assessment and employee appraisal.Production department refers to the production workshop, production management department and process quality department, its assessment indicators have production task objectives, production quality objectives, production safety objectives, integrated management objectives.Functions include administrative personnel department, finance department, purchasing department and after-sales service department, according to the function of different departments.The performance evaluation indexes of middle managers and ordinary employees are composed of three indexes: work performance, work ability and work attitude, but different positions in different departments have different indicators.The weight of the performance appraisal index is determined, the department adopts multiple weighting method, and the staff adopts the analytic hierarchy process.According to the performance appraisal index, the appraisal weight and the main body and the cycle, the performance appraisal table is designed, the appraisal standard is determined, and the implementation plan and the safeguard measure of the performance appraisal system are worked out.Thus a set of complete and scientific performance appraisal system for Shandong JH foundry machinery (Zhucheng region) company is formed.The main innovation of this paper lies in the application of key performance index method and 360 擄performance appraisal method to optimize the performance appraisal system of Shandong JH foundry machinery (Zhucheng region) company according to the three levels of enterprise, department and staff.Combining theory with practice, on the one hand, it can improve the effect of performance appraisal system, on the other hand, it can enrich the performance appraisal theory of foundry machinery enterprises, and provide some reference for the optimization of performance appraisal system of other similar enterprises.
【學(xué)位授予單位】：青島科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F426.4

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