【摘要】：隨著事業(yè)單位改革的深入發(fā)展和企業(yè)人力資源管理模式的引進。構(gòu)建科學(xué)高效的人力資源模式的關(guān)鍵是加強和改進事業(yè)單位的績效考核管理工作。通過績效管理,對員工的工作態(tài)度、工作水平、工作成果進行考量,提高員工個人素質(zhì)的同時,促進單位戰(zhàn)略目標(biāo)實現(xiàn),讓員工從績效考核中充分體會到個人價值和個人勞動成果對集體的貢獻,實現(xiàn)個人與集體共同發(fā)展的良性循環(huán)成為了績效考核的真正意義所在。本文選取了事業(yè)單位執(zhí)法部門中的貿(mào)易監(jiān)管人員作為研究對象。采用了文獻研究法、調(diào)查問卷法和個別訪談法等方法進行研究,最終確定了績效考核的改進思路,構(gòu)建了基于勝任力要素的KPI績效考核指標(biāo),改善了績效考核流程。本文的重點工作在于:1)闡述貿(mào)易監(jiān)管人員的工作特點;2)對貿(mào)易監(jiān)管人員的考核現(xiàn)狀進行描述,并歸納當(dāng)前考核存在的問題,找出存在問題的原因;3)根據(jù)貿(mào)易監(jiān)管人員工作特點,結(jié)合崗位勝任力要素確定績效考核的KPI指標(biāo);4)通過對考核目標(biāo)、考核氛圍、考核指標(biāo)、考核權(quán)重的構(gòu)建,建立有效地績效考核長效機制。希望通過對貿(mào)易監(jiān)管人員績效考核的研究,能夠提升績效考核在事業(yè)單位人力資源管理中的地位,加強績效管理在員工晉升和培訓(xùn)中的作用。
[Abstract]:With the deep development of institution reform and the introduction of enterprise human resource management model. The key to construct a scientific and efficient human resource model is to strengthen and improve the performance appraisal management of institutions. Through the performance management, to the employee's work attitude, the work level, the work result carries on the consideration, enhances the employee individual quality, promotes the unit strategic goal to realize at the same time, It is the real meaning of performance appraisal to let the staff fully realize the individual value and individual labor achievements' contribution to the collective from the performance appraisal, and realize the virtuous circle of individual and collective common development. This article selects the trade supervisor in the law enforcement department of the institution as the research object. This paper adopts the methods of literature research, questionnaire and individual interview to study, finally determines the idea of improving performance appraisal, constructs the KPI performance appraisal index based on competency factors, and improves the performance appraisal process. The main work of this paper is as follows: 1) expounding the working characteristics of trade supervisors, 2) describing the present situation of the assessment of trade supervisors, summarizing the problems existing in the current assessment, and finding out the reasons for the problems. 3) according to the work characteristics of the trade supervisor, the KPI index of the performance appraisal is determined by combining the post competency factor; 4) through the construction of the assessment target, the examination atmosphere, the appraisal index, the appraisal weight, the effective long-term performance appraisal mechanism is established. It is hoped that through the research on the performance appraisal of trade supervisors, it can enhance the status of performance appraisal in human resource management of institutions and strengthen the role of performance management in staff promotion and training.
【學(xué)位授予單位】：首都經(jīng)濟貿(mào)易大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：D630.3

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本文編號：2316360