【摘要】：隨著我國(guó)經(jīng)濟(jì)社會(huì)的不斷發(fā)展,人力資源已經(jīng)成為最重要的資源之一,是企事業(yè)單位保持核心競(jìng)爭(zhēng)力,不斷向前發(fā)展的根本動(dòng)力。事業(yè)單位員工績(jī)效考核能夠有效推進(jìn)現(xiàn)代薪酬制度、激勵(lì)制度的完善和落實(shí),激發(fā)員工的工作熱情,促進(jìn)組織績(jī)效的提升,是事業(yè)單位提高工作效率、管理效率和核心競(jìng)爭(zhēng)力的重要措施。但是一直以來(lái),我國(guó)的事業(yè)單位公共服務(wù)壟斷模式已經(jīng)造成了其在內(nèi)部管理方面的漏洞,使員工缺乏競(jìng)爭(zhēng)意識(shí)和服務(wù)意識(shí),工作消極、態(tài)度散漫,難以適應(yīng)當(dāng)前經(jīng)濟(jì)社會(huì)競(jìng)爭(zhēng)的需求。雖然近年來(lái)我國(guó)事業(yè)單位開始探索科學(xué)的績(jī)效考核體系,但是由于理論不成熟、實(shí)踐落實(shí)不充分,導(dǎo)致在績(jī)效考核過(guò)程中還存在一些問(wèn)題,嚴(yán)重影響力績(jī)效考核活動(dòng)的推進(jìn)和發(fā)展。山東黃河河務(wù)局作為重要的事業(yè)單位,其經(jīng)營(yíng)發(fā)展關(guān)系著黃河沿岸人民的生命財(cái)產(chǎn)安全,具有促進(jìn)經(jīng)濟(jì)發(fā)展,保障社會(huì)和諧安全的重要作用。但是在快速發(fā)展和不斷擴(kuò)大的背景下,如何激發(fā)單位員工的價(jià)值,實(shí)現(xiàn)人力資本向財(cái)富資本轉(zhuǎn)化,成為擺在黃河河務(wù)局人力部門面前的新課題。在山東黃河河務(wù)局經(jīng)營(yíng)發(fā)展逐漸市場(chǎng)化,人員結(jié)構(gòu)復(fù)雜化,下屬單位的市場(chǎng)競(jìng)爭(zhēng)日益激烈的情況下,如何解決員工疑慮,保持員工隊(duì)伍穩(wěn)定,并且發(fā)掘優(yōu)秀人才,最終打造一支擁有高素質(zhì)的員工隊(duì)伍,成為山東黃河河務(wù)局績(jī)效管理工作的緊迫任務(wù)。本文基于國(guó)內(nèi)外績(jī)效考核的相關(guān)理論,對(duì)山東黃河河務(wù)局績(jī)效管理體系的現(xiàn)狀及存在的問(wèn)題進(jìn)行分析,并制定山東黃河河務(wù)局績(jī)效考核體系的優(yōu)化方案,力求為山東黃河河務(wù)局建立現(xiàn)代化績(jī)效考核體系,促進(jìn)其持續(xù)健康發(fā)展提供參考。本文共分為六章,第一章緒論,闡述本文的研究背景、研究意義、研究現(xiàn)狀等內(nèi)容。第二章理論概述,概述績(jī)效考核的基本理論知識(shí)。第三章山東黃河河務(wù)局績(jī)效考核體系及問(wèn)題分析,分析目前存在的問(wèn)題及原因。第四部分山東黃河河務(wù)局績(jī)效考核體系優(yōu)化方案,根據(jù)前文分析結(jié)合山東黃河河務(wù)局實(shí)際情況制定優(yōu)化方案。第五章落實(shí)優(yōu)化方案的措施,確保方案能夠得以執(zhí)行。第六部分,對(duì)全文進(jìn)行概括總結(jié)。
[Abstract]:With the continuous development of our country's economy and society, human resources have become one of the most important resources, which is the fundamental motive force for enterprises and institutions to keep their core competitiveness and develop continuously. Performance evaluation of employees in institutions can effectively promote the modern salary system, improve and implement the incentive system, stimulate the enthusiasm of employees, promote the promotion of organizational performance, is to improve the efficiency of institutions, Important measures to manage efficiency and core competitiveness. However, the monopoly mode of public service of public institutions in our country has caused the loopholes in internal management, which makes the employees lack the sense of competition and service, work passively, and have a loose attitude. Difficult to adapt to the current economic and social competition needs. In recent years, institutions in our country have begun to explore a scientific performance appraisal system, but due to immature theory and inadequate implementation in practice, there are still some problems in the performance appraisal process. Promotion and development of serious impact performance appraisal activities. As an important institution, the management and development of Shandong Yellow River Bureau is related to the safety of the lives and property of the people along the Yellow River, and plays an important role in promoting economic development and ensuring social harmony and security. However, under the background of rapid development and continuous expansion, how to stimulate the value of unit staff and realize the transformation from human capital to wealth capital has become a new subject in front of the manpower department of Yellow River Bureau. Under the circumstances that the management and development of Shandong Yellow River Bureau is gradually market-oriented, the personnel structure is complicated, and the market competition of the subordinate units is becoming increasingly fierce, how to solve the doubts of the employees, maintain the stability of the workforce, and discover outstanding talents, Finally, building a high-quality staff is the urgent task of the performance management of Shandong Yellow River Bureau. Based on the theory of performance appraisal at home and abroad, this paper analyzes the current situation and existing problems of the performance management system of Shandong Yellow River Authority, and formulates the optimization scheme of the performance appraisal system of Shandong Yellow River Authority. It aims to provide reference for Shandong Yellow River Bureau to establish modern performance appraisal system and promote its sustainable and healthy development. This paper is divided into six chapters. The first chapter introduces the background, significance and current situation of the research. The second chapter summarizes the basic theoretical knowledge of performance appraisal. Chapter three analyzes the performance appraisal system and problems of Shandong Yellow River Bureau, and analyzes the existing problems and causes. The fourth part is the optimization scheme of the performance evaluation system of Shandong Yellow River Bureau, according to the previous analysis and the actual situation of Shandong Yellow River Bureau to formulate the optimization scheme. Chapter five implements the measures to optimize the program and ensures that the scheme can be carried out. The sixth part summarizes the full text.
【學(xué)位授予單位】：武漢工程大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：D630.3

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