本文選題：員工績效考核 + 平衡計分卡　； 參考：《石河子大學》2013年碩士論文

【摘要】：隨著我國經(jīng)濟改革的持續(xù)深化,國內(nèi)成品油市場的開放程度日趨擴大,成品油銷售企業(yè)也面臨的競爭和挑戰(zhàn)己日趨激烈。因此,完善企業(yè)管理制度,提高管理水平,對于增強國有成品油銷售企業(yè)的市場競爭力有著十分重要的意義。本文以中國石油天然氣股份有限公司新疆銷售SHZ分公司為研究對象,運用國內(nèi)外績效管理的最新理論研究與實踐成果,就該企業(yè)員工的績效考核問題展開系統(tǒng)研究。 本文通過文獻分析、問卷調(diào)查、實地訪談等方式,對研究對象的績效考核現(xiàn)狀進行了分析,并系統(tǒng)總結(jié)了其績效考核過程中所存在的主要問題；接著在對研究對象愿景與戰(zhàn)略定位的基礎(chǔ)上,基于各崗位的工作職責,運用關(guān)鍵績效指標法,為研究對象設(shè)計了一個可供參考的考核量表。同時,從考核指標設(shè)計、考核實施方案設(shè)計、考核體系實施三個方面對現(xiàn)有的績效考核體系進行優(yōu)化完善；最后提出了開展績效考核培訓、加強績效考核過程中的溝通、強化績效考核結(jié)果的運用等實施策略,并從建立績效考核組織機構(gòu)、塑造高績效文化及采用績效考核科技手段等方面為績效考核體系的有效運行提供了實施保障。本文的研究不僅對研究對象的績效管理具有重要參考價值,對其它同類企業(yè)也有較好的借鑒意義。
[Abstract]:With the continuous deepening of China's economic reform, the opening degree of domestic oil products market is expanding day by day, and the competition and challenge faced by the oil products sales enterprises have become increasingly fierce. Therefore, it is of great significance to perfect the management system and improve the management level for enhancing the market competitiveness of state-owned oil products sales enterprises. This paper takes the Xinjiang sales SHZ Branch of China National Petroleum and Gas Co. Ltd as the research object and makes use of the latest theoretical and practical results of performance management at home and abroad to carry out a systematic study on the performance appraisal of the employees in this enterprise. Through literature analysis, questionnaire survey, field interview and other methods, this paper analyzes the current situation of performance appraisal, and systematically summarizes the main problems in the process of performance appraisal. Then on the basis of the research object vision and strategic orientation, based on the job responsibilities of each post, using the key performance index method, the paper designs a table of assessment quantity for the research object. At the same time, it optimizes and consummates the existing performance appraisal system from three aspects: the design of evaluation index, the design of evaluation implementation scheme and the implementation of evaluation system. Finally, it proposes to carry out performance appraisal training and strengthen communication in the process of performance appraisal. Strengthen the application of performance appraisal results and other implementation strategies, and from the establishment of performance appraisal organization, shape the high performance culture and the use of performance appraisal technology means for the effective operation of performance appraisal system to provide implementation protection. The research of this paper not only has the important reference value to the research object's performance management, but also has the good reference significance to other similar enterprises.
【學位授予單位】：石河子大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F272.92;F426.22

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