本文選題：長春市宏晟職業(yè)培訓(xùn)學(xué)校　切入點：績效考核　出處：《吉林財經(jīng)大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：績效考核是一項非常重要的人力資源管理活動。它不僅能激勵員工工作時的積極性,也能在很大程度上的體現(xiàn)企業(yè)員工完成工作的程度和效果。長春市宏晟職業(yè)培訓(xùn)學(xué)校是一所專門培訓(xùn)專業(yè)干部人員的學(xué)校,具有較強的學(xué)術(shù)針對性。學(xué)校目前存在學(xué)校教職工滿意度低,管理不完善,學(xué)校工作氛圍不良,工作效率低下等問題,而導(dǎo)致這些問題的根本原因,是因為學(xué)校的績效考核體系過于程序化和老套的,也不適合學(xué)校實際的發(fā)展情況。所以,學(xué)校的績效考核體系現(xiàn)狀如何,存在何種問題,如何對其優(yōu)化設(shè)計,這將是本文的研究重點。本文首先介紹了了績效以及績效考核的相關(guān)含義、關(guān)鍵績效指標(biāo)體系、360度考核法等理論知識,力圖為長春市宏晟職業(yè)培訓(xùn)學(xué)校績效考核的實際問題提供理論基礎(chǔ);其次,結(jié)合學(xué)校的特點,以學(xué)校的全體教職工為研究對象,通過問卷調(diào)查法等方式得到了第一手的詳實的資料;著重分析了長春市宏晟職業(yè)培訓(xùn)學(xué)�？冃Э己爽F(xiàn)狀,所存在的問題及其原因;同時,有針對性地根據(jù)長春市宏晟職業(yè)培訓(xùn)學(xué)校實際存在的問題,對績效考核體系進行優(yōu)化設(shè)計;最后,對長春市宏晟職業(yè)培訓(xùn)學(xué)校優(yōu)化設(shè)計后的績效考核體系提供了相應(yīng)的保障措施,確保長春市宏晟職業(yè)培訓(xùn)學(xué)校在績效考核工作的動態(tài)運行的過程之中,能夠不斷地發(fā)現(xiàn)問題解決問題。逐步完善長春市宏晟職業(yè)培訓(xùn)學(xué)校的績效考核體系。本文為長春市宏晟職業(yè)培訓(xùn)學(xué)校優(yōu)化設(shè)計了績效考核體系,為學(xué)校制定人力資源規(guī)劃、決定教職工調(diào)配和職位變動、進行教職工培訓(xùn)、確定教職工勞動報酬等等很多方面提供了依據(jù),為學(xué)校形成高效的工作氛圍、促進教職工職業(yè)發(fā)展、學(xué)校的不斷壯大奠定了基礎(chǔ)。
[Abstract]:Performance appraisal is a very important human resource management activity. To a large extent, it can also reflect the degree and effect of the work done by enterprise employees. Changchun Hongsheng Vocational training School is a school specializing in training professional cadres. At present, there are some problems in the school, such as low degree of satisfaction, imperfect management, poor working atmosphere, low efficiency and so on, which lead to the root causes of these problems. It is because the performance appraisal system of the school is too procedural and old-fashioned, and it is not suitable for the actual development of the school. So, what is the status quo of the performance appraisal system of the school, what problems exist, and how to optimize the design of the performance appraisal system? This will be the focus of this paper. This paper first introduces the performance and the relevant meaning of performance appraisal, key performance indicators system 360 degree evaluation method and other theoretical knowledge, This paper tries to provide a theoretical basis for the performance appraisal of Hongsheng Vocational training School in Changchun City. Secondly, according to the characteristics of the school, it takes all the teachers and staff of the school as the research object. Through questionnaire survey and other methods to obtain first-hand and detailed information, focusing on the analysis of Changchun Hongsheng vocational training school performance evaluation status, existing problems and reasons, at the same time, According to the actual problems in Changchun Hongsheng vocational training school, the performance appraisal system is optimized. Finally, It provides the corresponding safeguard measures for the performance appraisal system after the optimization design of the Hongsheng vocational training school in Changchun, and ensures that the Hongsheng vocational training school in Changchun is in the course of the dynamic operation of the performance appraisal work. Can find the problem to solve the problem continuously, consummate the performance appraisal system of Changchun Hongsheng vocational training school step by step. This paper optimizes and designs the performance appraisal system for the Changchun Hongsheng vocational training school, and formulates the human resource plan for the school. The decision to allocate and change the position of the teaching staff, the training of the teaching staff, the determination of the remuneration of the teaching staff, and so on, provided the basis for the school to form an efficient working atmosphere and to promote the professional development of the teaching staff. The continuous expansion of the school laid the foundation.
【學(xué)位授予單位】：吉林財經(jīng)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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