本文關(guān)鍵詞： 項(xiàng)目 人力資源 績效 考核　出處：《青島大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：當(dāng)前,項(xiàng)目的建設(shè)成效關(guān)系地方經(jīng)濟(jì)發(fā)展目標(biāo)、企業(yè)投資目標(biāo)的實(shí)現(xiàn),保障項(xiàng)目建設(shè)順利推進(jìn)的重要因素有兩個,一個是人力資源因素,一個是資金因素,其中人力資源因素更為關(guān)鍵,對項(xiàng)目人力資源績效考核評價進(jìn)行研究意義重大。然而目前學(xué)術(shù)界和實(shí)踐界對項(xiàng)目人力資源績效考核評價的研究絕大多數(shù)集中在企業(yè)投資項(xiàng)目的人力資源績效考核方面,同時,對項(xiàng)目人力資源績效考核評價體系的構(gòu)建更多的是體現(xiàn)在指標(biāo)的設(shè)計上,對諸如企業(yè)投資、市場化運(yùn)作的帶有一定公益性的項(xiàng)目的人力資源績效考核評價研究仍然比較少,對如何綜合運(yùn)用優(yōu)秀的績效考核方法,以組合拳的形式達(dá)到最大化發(fā)揮績效考核方法的優(yōu)勢,關(guān)于這方面的研究依然比較薄弱,筆墨比較少。本文正式基于這樣的背景,創(chuàng)新地以重項(xiàng)目績效考核方法的綜合運(yùn)用、重分值權(quán)重的的設(shè)計,對完善和提高項(xiàng)目人力資源績效考核評價的體系和成效,提出了一系列有建設(shè)性的觀點(diǎn)和結(jié)論,并結(jié)合案例進(jìn)行了初步分析論證。具體來看,本文主要以某職教實(shí)訓(xùn)基地工程項(xiàng)目為例,通過分析項(xiàng)目在人力資源管理模式和績效評價中存在的問題,結(jié)合工程項(xiàng)目管理、工程項(xiàng)目人力資源管理、績效評價幾個方面的理論知識,總結(jié)以往項(xiàng)目人力資源管理工作中的經(jīng)驗(yàn)教訓(xùn),并予以改進(jìn)和完善。通過分析和論述,本文提出了項(xiàng)目人力資源績效考核體系要有明確的導(dǎo)向,項(xiàng)目人力資源績效考核評價體系要避免平均主義和“大鍋飯”,對不同層次的項(xiàng)目工作崗位要采用側(cè)重點(diǎn)不同的考核評價方式,項(xiàng)目人力資源考核評價體系中權(quán)重的設(shè)置遠(yuǎn)比指標(biāo)的設(shè)置更為重要等四大結(jié)論,提出了創(chuàng)新的觀點(diǎn),對促進(jìn)學(xué)術(shù)界和實(shí)踐界進(jìn)一步探索關(guān)于項(xiàng)目人力資源績效考核的方法選擇、組織和權(quán)重的設(shè)置等研究領(lǐng)域起到了一定的積極作用。
[Abstract]:At present, there are two important factors, one is human resource factor, the other is capital factor, which is related to the local economic development goal, the realization of enterprise investment target and the guarantee of project construction. Among them, the human resources factor is more critical. It is of great significance to study the performance evaluation of project human resources. However, the research on the performance evaluation of project human resources in academic and practical circles is mostly focused on the human resources performance of enterprise investment projects. Nuclear. At the same time, the construction of project human resources performance evaluation system is more reflected in the design of indicators, such as enterprise investment. Market-oriented projects with a certain public welfare of the human resources performance evaluation research is still relatively few, how to use the excellent performance appraisal method synthetically. In the form of combined boxing to maximize the advantages of performance appraisal methods, the research on this area is still relatively weak, less ink. This paper is based on this background. Innovatively, the comprehensive application of the method of emphasizing the project performance appraisal and the design of the weight of the heavy value can perfect and improve the system and effect of the performance appraisal of the human resources of the project. Put forward a series of constructive views and conclusions, and combined with a case for preliminary analysis and argumentation. Specifically, this paper mainly take a vocational training base project as an example. Through the analysis of the project in the human resources management model and performance evaluation problems, combined with engineering project management, engineering project human resources management, performance evaluation of several aspects of theoretical knowledge. Through the analysis and discussion, this paper puts forward that the project human resources performance evaluation system should have a clear direction. The evaluation system of project human resources performance evaluation should avoid egalitarianism and "big pot rice", and adopt different evaluation methods with emphasis on different levels of project jobs. The establishment of weights in the evaluation system of project human resources is far more important than the setting of indicators and four conclusions are put forward. It has played a positive role in promoting the academic and practical circles to further explore the method selection, organization and weight setting of project human resources performance appraisal.
【學(xué)位授予單位】：青島大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：G717.2

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