【摘要】：近年來,全球電信行業(yè)發(fā)展迅猛,在國內(nèi)市場已經(jīng)趨于飽和的情況下,如何能在國外通信建設領(lǐng)域分一杯羹,是中通建集團能否生存發(fā)展下去的關(guān)鍵。從2008年起,公司組建了專門的海外業(yè)務部門—海外拓展事業(yè)部后,公司海外建設業(yè)務步入專業(yè)化、正規(guī)化、常態(tài)化。然而,由筆者在人力資源部工作經(jīng)驗認識到,目前,海外拓展事業(yè)部績效考核方法單一、落后,使部門人力資源的合理配置受到限制,故需要設計一套符合自身實際的績效管理體系。 本文在系統(tǒng)闡述績效管理相關(guān)概念之后,對海外拓展事業(yè)部績效管理現(xiàn)狀進行分析,并指出現(xiàn)行管理系統(tǒng)中存在的幾點不足及造成的不良后果。其次,利用SWOT分析法得到了部門的戰(zhàn)略目標,以此目標為依據(jù)利用360度績效考核方法對部門現(xiàn)有績效管理進行了優(yōu)化設計,并提出了詳細的績效管理流程設計。最后,對績效管理的組織體系、責任體系等進行了描述,對海外拓展事業(yè)部績效管理體系實施結(jié)果進行了分析。
[Abstract]:In recent years, the global telecommunications industry has developed rapidly, in the domestic market has become saturated, how to get a share in the field of foreign communications construction is the key to the survival and development of Zhongtong Construction Group. Since 2008, the company has established a special overseas business division-overseas development business, the company's overseas construction business into specialization, formalization, normalization. However, from the author's working experience in the Human Resources Department, it is recognized that, at present, the performance appraisal method of the overseas Development Division is single and backward, which limits the rational allocation of the department's human resources. Therefore, we need to design a set of performance management system in line with their own reality. After systematically expounding the related concepts of performance management, this paper analyzes the present situation of performance management in overseas development department, and points out some shortcomings and adverse consequences in the current management system. Secondly, the strategic objectives of the department are obtained by using SWOT analysis method. Based on this goal, the department's existing performance management is optimized by using the 360-degree performance appraisal method, and the detailed performance management process design is put forward. Finally, the organizational system and responsibility system of performance management are described, and the implementation results of performance management system of overseas development department are analyzed.
【學位授予單位】：中南大學
【學位級別】：碩士
【學位授予年份】：2012
【分類號】：F626

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