本文選題：績(jī)效考核 + J車輛段�。� 參考：《華東交通大學(xué)》2017年碩士論文

【摘要】：隨著鐵路逐步向市場(chǎng)化和多元化轉(zhuǎn)型,鐵路貨車車輛的檢修技術(shù)進(jìn)步也伴隨著不斷地創(chuàng)新和發(fā)展,鐵路貨車車輛檢修的安全管理面臨的難度、壓力和挑戰(zhàn)也越來越大。鐵路企業(yè)中層管理人員作為管理層的中間力量,他們既要執(zhí)行高層管理者的決策,又要直接面向一線從事生產(chǎn)管理工作,對(duì)提高企業(yè)經(jīng)營(yíng)業(yè)績(jī)起著至關(guān)重要的作用。同時(shí),中層管理人員績(jī)效考核也是人力資源管理的核心內(nèi)容,所以加強(qiáng)中層管理人員的績(jī)效考核已經(jīng)變得十分必要。但在現(xiàn)實(shí)工作中,中層管理人員的績(jī)效考核存在許多問題,在一定程度上影響和限制了績(jī)效考核的作用的全面發(fā)揮。因此,如何將先進(jìn)和現(xiàn)代化的績(jī)效考核管理方法科學(xué)合理地運(yùn)用到鐵路貨車車輛檢修單位中去,選擇適合我國(guó)鐵路創(chuàng)新發(fā)展的中層管理人員績(jī)效考核方法,構(gòu)建科學(xué)的績(jī)效考核體系,對(duì)于鐵路車輛系統(tǒng)單位績(jī)效考核理論和實(shí)踐研究都具有重要意義。本文以鐵路運(yùn)輸站段——J車輛段中層管理人員績(jī)效考核的現(xiàn)狀為基礎(chǔ),通過實(shí)地調(diào)研和數(shù)據(jù)整理,分析了現(xiàn)行的中層管理人員績(jī)效考核現(xiàn)狀,指出了鐵路貨車車輛檢修單位現(xiàn)行考核中存在的問題,如:考核指標(biāo)與崗位的履職結(jié)合不夠緊密、考評(píng)的周期設(shè)置還不夠科學(xué)、考評(píng)者隊(duì)伍的綜合素質(zhì)和專業(yè)能力還有欠缺等問題。然后,根據(jù)鐵路貨車車輛檢修單位的工作實(shí)際情況,從重新構(gòu)建績(jī)效考核體系、設(shè)計(jì)考核指標(biāo)及權(quán)重、調(diào)整考核周期、改進(jìn)工作流程、選配和打造專業(yè)的考評(píng)人員隊(duì)伍、建立健全保障機(jī)制等方面提出了中層管理人員績(jī)效考核的改進(jìn)建議。具體闡述了如何進(jìn)行績(jī)效考核指標(biāo)設(shè)計(jì),其中:業(yè)績(jī)指標(biāo)以量化指標(biāo)為主,采用關(guān)鍵績(jī)效指標(biāo)考核法考核;非業(yè)績(jī)指標(biāo)以描述性指標(biāo)為主,采用360度考核法考核。希望本文的研究對(duì)鐵路貨車車輛檢修單位人力資源管理水平的提高和創(chuàng)新能夠提供一定的參考價(jià)值。
[Abstract]:With the gradual transformation of railway to marketization and diversification, the technical progress of railway freight car maintenance is accompanied by continuous innovation and development. The difficulty, pressure and challenge of the safety management of railway freight car inspection and repair are becoming more and more great.As the middle force of the management, the middle managers of railway enterprises not only carry out the decisions of the senior managers, but also directly face the front line to engage in the production management, which plays a vital role in improving the business performance of the enterprises.At the same time, the performance evaluation of middle managers is also the core content of human resources management, so it has become very necessary to strengthen the performance appraisal of middle managers.However, in the practical work, there are many problems in the performance appraisal of middle managers, which to a certain extent affect and restrict the full play of the performance appraisal.Therefore, how to apply the advanced and modern performance appraisal management methods scientifically and reasonably to the inspection and repair units of railway freight cars, and how to select the performance appraisal method of middle management personnel suitable for the innovation and development of railway in our country,The construction of scientific performance appraisal system is of great significance to the research of unit performance appraisal theory and practice of railway rolling stock system.Based on the current situation of performance appraisal of middle-level managers in railway transportation depot J depot, this paper analyzes the current performance appraisal status of middle-level managers through field investigation and data collation.This paper points out the problems existing in the current examination of railway freight car maintenance units, such as: the combination of the assessment index and the post is not close enough, and the cycle setting of the evaluation is not scientific enough.The comprehensive quality and professional ability of the team of examiners are still deficient.Then, according to the actual working situation of the railway freight car maintenance unit, from the re-construction of the performance appraisal system, the design of the assessment index and weight, the adjustment of the examination cycle, the improvement of the work flow, the selection and building of a team of professional examiners,This paper puts forward some suggestions for improving the performance appraisal of middle managers in terms of establishing and perfecting the safeguard mechanism.This paper expounds how to design the performance appraisal index, in which the quantitative index is the main performance index, the key performance index is evaluated by the key performance index evaluation method, the non-performance index is mainly descriptive index, and the 360 degree appraisal method is used to evaluate the performance index.It is hoped that the research in this paper can provide some reference value for the improvement and innovation of human resource management in railway freight car repair units.
【學(xué)位授予單位】：華東交通大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F532.6

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