本文選題：績(jī)效管理 + 績(jī)效考核��； 參考：《北方工業(yè)大學(xué)》2015年碩士論文

【摘要】：隨著全球經(jīng)濟(jì)化的快速發(fā)展,我國(guó)企業(yè)在承受著國(guó)內(nèi)市場(chǎng)壓力的同時(shí),還承受著國(guó)際競(jìng)爭(zhēng)的重大壓力,如何能讓企業(yè)在激烈的市場(chǎng)競(jìng)爭(zhēng)中還能繼續(xù)保持著長(zhǎng)久發(fā)展的動(dòng)力,就必須要建立一個(gè)有效的戰(zhàn)略性管理體系�，F(xiàn)如今,人力資源管理已經(jīng)發(fā)展成為企業(yè)資源中最為重要的一部分,那么,作為現(xiàn)代人力資源管理體系中的核心部分——績(jī)效管理,其貫穿于企業(yè)管理的整個(gè)過程中,還涉及到了公司發(fā)展的多個(gè)領(lǐng)域,是企業(yè)保持持久競(jìng)爭(zhēng)力的重要保障�？�(jī)效管理將抽象的戰(zhàn)略目標(biāo)轉(zhuǎn)化成為具體的員工行為,很好的確保了企業(yè)戰(zhàn)略的貫徹實(shí)施,其完善程度和執(zhí)行力度對(duì)企業(yè)的管理經(jīng)營(yíng)產(chǎn)生著深遠(yuǎn)的影響。一個(gè)合理的績(jī)效考核體系不但能客觀的反映出企業(yè)的經(jīng)營(yíng)狀況,還可以發(fā)現(xiàn)經(jīng)營(yíng)中存在的一些問題,同時(shí),可以提高一個(gè)企業(yè)的管理水平。當(dāng)然,績(jī)效考核結(jié)果的應(yīng)用也為企業(yè)人力資源的科學(xué)管理提供了可靠的依據(jù),更為企業(yè)建立有效激勵(lì)機(jī)制提供了扎實(shí)的基礎(chǔ)。 目前,績(jī)效管理體系正在我國(guó)的眾多企業(yè)中風(fēng)靡起來,這些公司利用現(xiàn)代的績(jī)效管理模式,制定了一系列的制度體系,試圖以這種方式來很好的提高企業(yè)的績(jī)效質(zhì)量。然而,通過這些企業(yè)大量的探索和研究,并在實(shí)施中發(fā)現(xiàn),想要充分、高效的發(fā)揮出績(jī)效管理的真實(shí)能效卻并非易事。HYJD公司是一個(gè)綜合性的噪聲治理工程公司,致力于技術(shù)研發(fā)與工程施工,項(xiàng)目部作為企業(yè)的核心部門,在很大程度上直接影響著公司的發(fā)展。要說工程項(xiàng)目管理,其過程是一個(gè)極為系統(tǒng)、并且相當(dāng)復(fù)雜,對(duì)于項(xiàng)目管理體制來說,其完整性和靈活性都存在較高的要求,而其中的績(jī)效管理更是重中之重。在HYJD項(xiàng)目部經(jīng)營(yíng)的過程中,逐步建立起了一套擁有自己特色的績(jī)效管理體系,然而,從實(shí)施的過程中來看,其效果差強(qiáng)人意；從實(shí)施的結(jié)果來看,項(xiàng)目部在績(jī)效管理方面還存在不少問題,使得項(xiàng)目部的績(jī)效管理在水準(zhǔn)上根本無法滿足企業(yè)的需求且無法適應(yīng)企業(yè)的發(fā)展,最終導(dǎo)致企業(yè)戰(zhàn)略的執(zhí)行能力受到了強(qiáng)大的阻力。鑒于此,HYJD公司要想推動(dòng)人力資源能效的有效發(fā)揮,首先應(yīng)加強(qiáng)和完善績(jī)效管理體系。 本論文在對(duì)績(jī)效考核體系一系列的研究中,充分應(yīng)用了文獻(xiàn)綜述、實(shí)地調(diào)研、問卷調(diào)查等方法,以HYJD公司項(xiàng)目部員工績(jī)效管理現(xiàn)狀及存在問題為出發(fā)點(diǎn),展開詳細(xì)分析,并依據(jù)績(jī)效管理相關(guān)理論確定設(shè)計(jì)思路,最后依據(jù)設(shè)計(jì)原則,通過對(duì)公司項(xiàng)目部員工績(jī)效管理體系的進(jìn)一步分析、考察,最終進(jìn)行重新優(yōu)化。在重新設(shè)計(jì)中,以平衡計(jì)分卡的四個(gè)維度為框架,以關(guān)鍵績(jī)效指標(biāo)為主體,設(shè)計(jì)出合理可行的績(jī)效考核指標(biāo),進(jìn)一步促使項(xiàng)目部員工績(jī)效管理體系獲得了更加全面的完善,同時(shí)具體落實(shí)了相關(guān)的執(zhí)行方案,最終實(shí)現(xiàn)戰(zhàn)略目標(biāo)。
[Abstract]:With the rapid development of global economy, Chinese enterprises are under the pressure of domestic market and the great pressure of international competition at the same time. How can we make the enterprises continue to maintain the power of long-term development in the fierce market competition? It is necessary to establish an effective strategic management system. Nowadays, human resource management has developed into the most important part of enterprise resources, so, as the core part of modern human resource management system, performance management runs through the whole process of enterprise management. Also involved in the development of the company in many areas, is an important guarantee for enterprises to maintain lasting competitiveness. Performance management transforms abstract strategic goal into concrete employee behavior, which ensures the implementation of enterprise strategy. The degree of perfection and implementation of performance management has a profound impact on the management and management of the enterprise. A reasonable performance appraisal system can not only objectively reflect the business situation of the enterprise, but also find some problems in the management, at the same time, it can improve the management level of an enterprise. Of course, the application of the results of performance appraisal also provides a reliable basis for the scientific management of human resources, and provides a solid foundation for the establishment of an effective incentive mechanism. At present, the performance management system is becoming popular among many enterprises in our country. These companies make use of the modern performance management model to formulate a series of system systems, trying to improve the performance quality of enterprises in this way. However, through a large number of exploration and research in these enterprises, and found in the implementation, to fully and efficiently play out the real energy efficiency of performance management is not easy. HYJD is a comprehensive noise management engineering company. The project department, as the core department of the enterprise, directly affects the development of the company to a great extent. The process of project management is very systematic and complex. For the project management system, its integrity and flexibility have high requirements, and the performance management is the most important. In the process of HYJD project management, a set of performance management system with its own characteristics has been set up step by step. However, from the implementation process, its effect is not satisfactory. There are still many problems in the performance management of the project department, which makes the performance management of the project department can not meet the needs of the enterprise at the level and can not adapt to the development of the enterprise, resulting in a strong resistance to the execution ability of the enterprise strategy. In view of this, if HYJD wants to promote the effective exertion of human resource energy efficiency, it should strengthen and perfect the performance management system. In a series of research on the performance appraisal system, this paper makes full use of the methods of literature review, field investigation, questionnaire investigation and so on. It starts from the current situation and existing problems of the staff performance management in the project department of HYJD Company, and carries out a detailed analysis. Finally, according to the design principles, through the further analysis of the company project staff performance management system, the final optimization. In the redesign, taking the four dimensions of the balanced Scorecard as the frame and the key performance indicators as the main body, the reasonable and feasible performance appraisal index is designed, which further promotes the improvement of the staff performance management system of the project department. At the same time, concrete implementation of the relevant implementation plan, the ultimate realization of strategic objectives.
【學(xué)位授予單位】：北方工業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92

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