本文關鍵詞：KPI在JJK公司績效考評體系中的應用研究　出處：《青島理工大學》2014年碩士論文　論文類型：學位論文

  更多相關文章： 礦山企業(yè) KPI 績效考評體系

【摘要】：隨著世界經(jīng)濟一體化進程的加快，企業(yè)間的競爭將越來越激烈，如何充分發(fā)揮人才的各種能力，使企業(yè)在人才競爭的過程中不斷勝出，就是考較企業(yè)人力資源管理的一項重要課題，而建立完善的績效考核機制，就是這一問題的答案。 自2013年以來，國際黃金市場跌宕起伏，國際金價不復以往牛市，隨著金價不斷下跌，我國黃金礦山企業(yè)面臨著激烈的競爭和挑戰(zhàn)。對于作為礦山資源企業(yè)的JJK公司來說，雖然重視績效考核工作，制定了較為完善的績效考核制度和方案，但是由于國有企業(yè)性質(zhì)及市場變化發(fā)展，導致原有的績效考核方案對員工的激勵作用減弱，員工的工作積極性和創(chuàng)新能力下降，影響和制約了公司進一步發(fā)展壯大，在這種背景下，本文通過對JJK公司績效考核方案的研究，利用KPI關鍵績效指標，在JJK公司原有績效考核方案的基礎上，進一步完善該考核方案，使其能夠適應JJK公司的現(xiàn)狀，更有效的激發(fā)員工的工作積極性和創(chuàng)新能力，最終實現(xiàn)JJK公司的戰(zhàn)略目的。 本文共分七部分，第一部分緒論，主要闡述研究的背景、意義及研究的主要內(nèi)容和框架，對國內(nèi)外績效考核及KPI理論相關研究結(jié)果的總結(jié)。第二部分主要是對JJK公司以往績效考評體系進行分析，找出存在問題。第三部分主要是對JJK公司實施績效考評體系可行性分析。第四部分是針對JJK公司績效考評體系存在的問題提出改進方案并建立相關考核體系。第五部分是績效考評體系的保障措施。第六部分是對JJK公司實施績效考評體系的評價及存在的不足，第七部分主要是對本文研究進行總結(jié)和展望。 本文研究的目的，是在國際金價不斷下跌情況下，針對研究對象，優(yōu)化與改進其績效考核辦法，通過總結(jié)、歸納，建立一套適合研究兌現(xiàn)自身的員工激勵與績效改進的績效考核指標體系，通過績效考核指標體系的指揮棒作用，，來激勵員工改進工作中存在的不足，提升員工的綜合素質(zhì)，達到企業(yè)戰(zhàn)略目標與員工實際行為之間的統(tǒng)一，實現(xiàn)企業(yè)與員工共同發(fā)展。
[Abstract]:With the globalization of the world economy, the competition among enterprises will become increasingly fierce, how to make full use of all kinds of talents, so that enterprises continue to win in the competition for talent, is admitted is an important topic of enterprise human resources management, and establish and improve the performance appraisal mechanism, is the answer to this question.
Since 2013, the international gold market ups and downs, the international price of gold is not complex past bull market, as gold prices continue to fall, China's gold mining enterprises are facing fierce competition and challenges. As for mine resource enterprise JJK company, although pay attention to the performance assessment work, formulated the performance appraisal system and scheme more perfect, but because the change of state-owned enterprise property and market development, weaken the original performance appraisal program for staff incentive effect, decrease the staff's working enthusiasm and innovation ability, influence and restrict the further development of the company to grow, in this context, this article through the research on the performance appraisal system of JJK company, using the KPI key performance indicators, based on the original performance appraisal system of JJK company, to further improve the assessment program, which can adapt to the current situation of JJK company, to stimulate the staff more effective work In order to achieve the strategic goal of JJK company, it will be positive and innovative.
This paper is divided into seven parts, the first part is the introduction, mainly expounds the research background, main contents and significance and research framework of the performance evaluation of domestic and international KPI theory and relevant research results summary. The second part is mainly on the JJK company's past performance appraisal system analysis, find out the existing problems. The third part is the analysis of performance appraisal the system feasibility of the implementation of JJK company. The fourth part is for the JJK company's performance appraisal system and the problems put forward the improvement scheme and establish the evaluation system. The fifth part is the safeguard measures of the performance appraisal system. The sixth part is the implementation and problems of evaluation of performance appraisal system of JJK company, the seventh part of this paper is to summarize the research and outlook.
The purpose of this paper is in the international price of gold falling cases, based on the research object, the optimization and improvement of the performance assessment methods, through the summary, induction, establish a set of suitable research to employee incentive and performance improvement of its performance evaluation index system, the performance appraisal index system of the baton effect to the lack of motivation there are staff improvement work, improve the overall quality of the staff, to achieve corporate strategic objectives and unity between the actual behavior of employees, realize the common development of enterprises and employees.

【學位授予單位】：青島理工大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F272.92;F426.1

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本文編號：1420595