本文選題：績效考核　切入點(diǎn)：勝利采油廠　出處：《中國石油大學(xué)（華東）》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：隨著市場競爭的日趨激烈，企業(yè)競爭的資本不再僅限于企業(yè)的技術(shù)和財政狀況，人力資源等軟實力的競爭優(yōu)勢日益凸顯，企業(yè)對于人力資源給予了越來越多的重視。人力資源管理中最核心的內(nèi)容是績效管理，績效管理的關(guān)鍵環(huán)節(jié)是績效考核，因此有效的實施績效考核關(guān)系到企業(yè)的良好運(yùn)行。企業(yè)通過投入大量的人力、物力和財力來構(gòu)建適合自身發(fā)展的績效考核體系，提高員工的工作積極性和工作效率，最終實現(xiàn)企業(yè)經(jīng)營發(fā)展水平和綜合競爭力的提高，具有十分重要的戰(zhàn)略意義。 本文以勝利采油廠基層采油隊員工的績效考核為重點(diǎn)研究對象，通過對績效考核基本概念、理論的系統(tǒng)闡述和考核方法的對比分析，結(jié)合實際的調(diào)查研究情況發(fā)現(xiàn)，勝利采油廠基層采油隊現(xiàn)有績效考核方法存在諸多問題，，不利于基層采油隊及員工的長遠(yuǎn)發(fā)展；通過對采油隊各崗位員工的工作流程分析，綜合360度績效考核方法、關(guān)鍵績效指標(biāo)法和目標(biāo)管理法從員工的人際關(guān)系、行為、結(jié)果三方面設(shè)計了更加符合基層采油隊員工的績效考核體系，其中詳細(xì)描述了基層采油隊員工的績效考核指標(biāo)選擇、權(quán)重分配、績效考核體系實施流程、績效考核實施的保障措施等。本文構(gòu)建績效考核體系期望能夠使該體系在勝利采油廠基層采油隊員工績效考核中得到有效的利用，并且能夠起到實際的作用，為企業(yè)發(fā)展提供相關(guān)的人力資源支撐。
[Abstract]:With the increasingly fierce competition in the market, the capital competition of enterprises is no longer limited to the technological and financial situation of enterprises, and the competitive advantages of soft power such as human resources are becoming increasingly prominent. Enterprises pay more and more attention to human resources. The core of human resource management is performance management, and the key link of performance management is performance appraisal. Therefore, the effective implementation of performance appraisal is related to the good operation of the enterprise. By investing a lot of manpower, material resources and financial resources to build a performance appraisal system suitable for their own development, the enterprise can improve the enthusiasm and efficiency of the staff. Finally, it is of great strategic significance to improve the level of business development and comprehensive competitiveness. This paper focuses on the performance appraisal of the employees of the basic production team of Shengli Oil production Plant. Through the analysis of the basic concept of performance appraisal, the systematic explanation of the theory and the comparative analysis of the assessment methods, combined with the actual investigation and research situation, it is found that, There are many problems in the existing performance appraisal method of the basic production team in Shengli Oil production Plant, which is not conducive to the long-term development of the grass-roots oil production team and its staff. Through the analysis of the working process of the employees in the various positions of the oil recovery team, the comprehensive 360 degree performance appraisal method is synthesized. The key performance index method and the goal management method design the performance appraisal system which is more in line with the performance appraisal system of the grass-roots oil production team staff from the three aspects of the employee's interpersonal relationship, behavior and result, and describes in detail the selection of the performance appraisal index of the grass-roots oil production team staff. Weight distribution, performance appraisal system implementation process, performance appraisal implementation measures, etc. This paper constructs the performance appraisal system in order to enable the system to be effectively used in the performance appraisal of the grass-roots oil production team in Shengli Oil production Plant. And can play a practical role, for the development of enterprises to provide relevant human resources support.
【學(xué)位授予單位】：中國石油大學(xué)（華東）
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F426.22;F272.92

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