【摘要】：在企業(yè)運(yùn)營(yíng)管理中,中層管理人員是高層次人才的強(qiáng)大后備軍和潛在競(jìng)爭(zhēng)者,是企業(yè)重要的人才資本�？�(jī)效考評(píng)是現(xiàn)代人力資源管理的核心問題,科學(xué)、系統(tǒng)、有效的中層管理人員績(jī)效考評(píng),是發(fā)現(xiàn)、培育中層管理人才,充分調(diào)動(dòng)其積極性,創(chuàng)造高績(jī)效的有效手段,是企業(yè)成長(zhǎng)發(fā)展的持續(xù)動(dòng)力源泉。因此改進(jìn)中層管理人員績(jī)效考評(píng),引導(dǎo)和激勵(lì)中層管理人員的行為和組織目標(biāo)一致,是企業(yè)管理先進(jìn)性的重要體現(xiàn)。 BS礦自2007年組建以來,對(duì)中層管理人員績(jī)效考評(píng)做了一定工作,但由于BS礦對(duì)中層管理人員績(jī)效考評(píng)被忽視,考評(píng)指標(biāo)構(gòu)建缺乏科學(xué)性和完整性,考評(píng)指標(biāo)缺乏清晰界定與等級(jí)描述,評(píng)價(jià)者缺乏對(duì)考評(píng)目的的正確認(rèn)識(shí),評(píng)價(jià)主體難以獲取信息進(jìn)行考評(píng),考評(píng)方法過于簡(jiǎn)單且缺乏針對(duì)性,考評(píng)缺乏有效反饋,考評(píng)結(jié)果未得到有效應(yīng)用,致使BS礦中層管理人員績(jī)效考評(píng)淪為員工眼中的“雞肋”,績(jī)效考評(píng)結(jié)果趨于平均化,最終流于形式,浪費(fèi)了公司人力財(cái)力,影響了公司戰(zhàn)略目標(biāo)的實(shí)現(xiàn),阻礙了公司發(fā)展。本文對(duì)BS礦中層管理人員績(jī)效考評(píng)工作從滿意度、精確性角度進(jìn)行診斷,得出結(jié)論,找出其產(chǎn)生問題的根源。結(jié)合BS礦的具體情況以及有色礦企業(yè)績(jī)效考評(píng)的狀況,在BS礦原有績(jī)效考評(píng)的基礎(chǔ)上,從明確績(jī)效考評(píng)目的,加強(qiáng)考評(píng)組織建設(shè),完善考評(píng)指標(biāo)體系,選擇科學(xué)方法,及時(shí)進(jìn)行反饋,用活考評(píng)結(jié)果等方面進(jìn)行改進(jìn),使BS礦中層管理人員的績(jī)效考評(píng)更加科學(xué)合理。本文通過對(duì)BS礦中層管理人員績(jī)效考評(píng)現(xiàn)狀進(jìn)行研究和改進(jìn),不僅對(duì)BS礦完善中層管理人員考評(píng)體系具有現(xiàn)實(shí)意義,也對(duì)其他有色礦企業(yè)加強(qiáng)此方面工作有一定的借鑒意義。
[Abstract]:In the operation and management of enterprises, middle managers are the strong reserve force and potential competitors of high-level talents, and they are the important talent capital of enterprises. Performance appraisal is the core problem of modern human resource management. Scientific, systematic and effective performance evaluation of middle management personnel is an effective means to find, cultivate middle management talents, fully arouse their enthusiasm, and create high performance. Is the enterprise growth and development of the source of sustained power. Therefore, it is an important embodiment of the advanced nature of enterprise management to improve the performance evaluation of middle managers and to guide and motivate the middle managers' behavior and organizational goal. Since the establishment of BS mine in 2007, it has done some work to evaluate the performance of middle managers. However, due to the neglect of the performance evaluation of middle managers in BS mine, the construction of evaluation index is not scientific and complete. The evaluation index lacks clear definition and grade description, the evaluator lacks the correct understanding of the purpose of the evaluation, the evaluation subject is difficult to obtain information for evaluation, the evaluation method is too simple and lacks pertinence, and the evaluation lacks effective feedback. The results of the evaluation are not effectively applied, which makes the performance appraisal of the middle managers of BS mine become the "chicken rib" in the eyes of the employees, and the results of the performance appraisal tend to be average, and finally become a mere formality and waste the human and financial resources of the company. It affects the realization of the strategic goal of the company and hinders the development of the company. This paper makes a diagnosis of the performance evaluation of middle managers in BS mine from the angle of satisfaction and accuracy, draws a conclusion, and finds out the root causes of the problems. Combined with the concrete situation of BS mine and the status of performance evaluation of non-ferrous ore enterprises, on the basis of the original performance evaluation of BS mine, from the point of defining the purpose of performance appraisal, strengthening the construction of evaluation organization, perfecting the evaluation index system and selecting scientific methods, In order to make the performance evaluation of middle managers of BS mine more scientific and reasonable, timely feedback and improvement with the results of active evaluation are carried out. Through the research and improvement on the status quo of the performance evaluation of middle managers in BS mine, this paper not only has practical significance for improving the evaluation system of middle managers in BS mine, but also has certain reference significance for other non-ferrous mining enterprises to strengthen this aspect of work.
【學(xué)位授予單位】：湖南師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F426.1

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本文編號(hào)：2330231