電視媒介人力資源績效管理研究
發(fā)布時間：2019-03-12 20:38
【摘要】：我國的廣播電視行業(yè)一直是作為主導宣傳作用的行政事業(yè)單位,隨著社會的發(fā)展,已經(jīng)逐步向企業(yè)化轉變。但是,人事管理制度發(fā)展較慢,仍然延續(xù)之前的行政管理政策,與市場化相適應的人力資源管理體系的建設相對落后,已日益成為制約廣播電視行業(yè)發(fā)展的桎梏。在競爭激烈的時代背景下,人才是重要的資源,已成為競爭中取勝的重要因素。在電視媒介公司為代表的傳媒集團面前,人才的競爭是一個重要的問題。而績效考核管理為人力資源管理的重要手段,可以提高組織和人員的績效,實現(xiàn)戰(zhàn)略目標,完善績效管理等至關重要。隨著張家港電視媒介的建立,已經(jīng)初步適應了市場結構的需求,并初步建立了評價體系。近年來,張家港電視媒介盡管在人力資源管理中,取得了一定的成果,但仍存在許多問題。第一,績效管理中,管理者和員工都缺乏對人力資源績效管理的正確認識;第二,缺乏科學的績效管理體系,主要表現(xiàn)在績效計劃不完善、績效考核指標設立的不科學,缺乏績效輔導溝通和績效反饋不到位;第三,績效管理結果應用不佳,管理成果作用發(fā)揮不足,應用范圍狹窄。張家港電視媒介想要提高競爭力占據(jù)更多的市場份額,并進一步發(fā)展壯大,人力資源管理中存在的問題成為前進的最大障礙。本文通過對張家港電視媒介績效管理問題的分析,提出改進的對策。首先,不管是管理者還是員工,都要從思想上轉變觀念,提高績效管理的認識;其次,從四個方面完善績效管理系統(tǒng),第一,建立合理的績效計劃,將公司的戰(zhàn)略目標分解到部門,然后由部門再分解到個人。第二,完善績效考核指標,從部門承擔的責任角度,和利用平衡計分卡從四個方面來合理建立指標。第三,建立全程績效輔導機制,能及時發(fā)現(xiàn)工作中的問題和遇到的障礙,提出解決辦法。第四,績效反饋面談機制的確立,讓績效管理的目的最終實現(xiàn),從而更好的提出下個計劃。最后,績效管理的結果在加薪獎金、評優(yōu)、員工培訓、職務晉升中的運用。通過對張家港電視媒介績效管理的研究,期望能給同類型單位以參考。
[Abstract]:China's radio and television industry has always been the leading propaganda role of the administrative institutions, with the development of society, has gradually changed to enterprise. However, the development of personnel management system is relatively slow, it still continues the previous administrative policy, and the construction of human resource management system adapted to the marketization is relatively backward, which has become the shackle of restricting the development of radio and television industry day by day. Under the background of fierce competition, talent is an important resource and has become an important factor to win in the competition. In front of the media groups represented by TV media companies, the competition of talents is an important issue. Performance appraisal management is an important means of human resources management, can improve the performance of organizations and personnel, achieve strategic objectives, improve performance management and so on. With the establishment of Zhangjiagang TV media, it has initially adapted to the needs of the market structure and established a preliminary evaluation system. In recent years, although Zhangjiagang TV media has made some achievements in human resource management, there are still many problems. First, in performance management, both managers and employees lack the correct understanding of human resource performance management; Second, the lack of scientific performance management system, mainly in the performance plan is not perfect, performance evaluation indicators are not scientific, lack of performance guidance communication and performance feedback is not in place; Thirdly, the application of performance management results is not good, the role of management results is insufficient, and the scope of application is narrow. Zhangjiagang TV media want to improve the competitiveness to occupy more market share and further develop. The problems existing in human resource management become the biggest obstacle to advance. Based on the analysis of the performance management of Zhangjiagang TV media, this paper puts forward some countermeasures to improve it. First of all, whether managers or employees, they should change their ideas from the ideological point of view to improve the understanding of performance management; Secondly, improve the performance management system from four aspects. First, establish a reasonable performance plan, decompose the company's strategic objectives into the department, and then decompose the department into the individual. Second, improve the performance evaluation indicators, from the perspective of the responsibility of the department, and use the balanced scorecard from four aspects to establish the indicators reasonably. Third, establish the whole process performance guidance mechanism, can find the problems and obstacles encountered in the work in time, and propose solutions. Fourth, the establishment of the performance feedback interview mechanism, so that the goal of performance management is finally realized, and then better put forward the next plan. Finally, the results of performance management are used in salary increase, merit evaluation, employee training and job promotion. Through the study of Zhangjiagang TV media performance management, we hope to give reference to the same type of units.
【學位授予單位】：西北農(nóng)林科技大學
【學位級別】：碩士
【學位授予年份】：2016
【分類號】：G221
本文編號：2439127
[Abstract]:China's radio and television industry has always been the leading propaganda role of the administrative institutions, with the development of society, has gradually changed to enterprise. However, the development of personnel management system is relatively slow, it still continues the previous administrative policy, and the construction of human resource management system adapted to the marketization is relatively backward, which has become the shackle of restricting the development of radio and television industry day by day. Under the background of fierce competition, talent is an important resource and has become an important factor to win in the competition. In front of the media groups represented by TV media companies, the competition of talents is an important issue. Performance appraisal management is an important means of human resources management, can improve the performance of organizations and personnel, achieve strategic objectives, improve performance management and so on. With the establishment of Zhangjiagang TV media, it has initially adapted to the needs of the market structure and established a preliminary evaluation system. In recent years, although Zhangjiagang TV media has made some achievements in human resource management, there are still many problems. First, in performance management, both managers and employees lack the correct understanding of human resource performance management; Second, the lack of scientific performance management system, mainly in the performance plan is not perfect, performance evaluation indicators are not scientific, lack of performance guidance communication and performance feedback is not in place; Thirdly, the application of performance management results is not good, the role of management results is insufficient, and the scope of application is narrow. Zhangjiagang TV media want to improve the competitiveness to occupy more market share and further develop. The problems existing in human resource management become the biggest obstacle to advance. Based on the analysis of the performance management of Zhangjiagang TV media, this paper puts forward some countermeasures to improve it. First of all, whether managers or employees, they should change their ideas from the ideological point of view to improve the understanding of performance management; Secondly, improve the performance management system from four aspects. First, establish a reasonable performance plan, decompose the company's strategic objectives into the department, and then decompose the department into the individual. Second, improve the performance evaluation indicators, from the perspective of the responsibility of the department, and use the balanced scorecard from four aspects to establish the indicators reasonably. Third, establish the whole process performance guidance mechanism, can find the problems and obstacles encountered in the work in time, and propose solutions. Fourth, the establishment of the performance feedback interview mechanism, so that the goal of performance management is finally realized, and then better put forward the next plan. Finally, the results of performance management are used in salary increase, merit evaluation, employee training and job promotion. Through the study of Zhangjiagang TV media performance management, we hope to give reference to the same type of units.
【學位授予單位】：西北農(nóng)林科技大學
【學位級別】：碩士
【學位授予年份】：2016
【分類號】：G221
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，本文編號：2439127
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