本文關(guān)鍵詞：基于KPI的BY公司制造部績(jī)效考評(píng)體系設(shè)計(jì)　出處：《華南理工大學(xué)》2014年碩士論文　論文類(lèi)型：學(xué)位論文

  更多相關(guān)文章： 績(jī)效考評(píng) KPI 層次分析法 BY公司制造部

【摘要】：績(jī)效考評(píng)是企業(yè)人力資源管理的重要組成部分，也是企業(yè)管理活動(dòng)效果和效率的重要表現(xiàn)。現(xiàn)代績(jī)效考評(píng)不是單純的對(duì)員工績(jī)效的評(píng)價(jià)，它服務(wù)于企業(yè)的戰(zhàn)略目標(biāo)，監(jiān)督和約束目標(biāo)實(shí)現(xiàn)的過(guò)程，保證目標(biāo)的順利達(dá)成。面對(duì)日益激勵(lì)的市場(chǎng)競(jìng)爭(zhēng)，傳統(tǒng)的制造型企業(yè)不僅要在技術(shù)上創(chuàng)新，還要在管理上跟進(jìn)。如今，各類(lèi)企業(yè)都希望能夠留住人才、充分發(fā)揮現(xiàn)有人才的潛力，打造成高績(jī)效組織。因此，改善企業(yè)的績(jī)效考評(píng)現(xiàn)狀，不斷提高企業(yè)的績(jī)效水平和管理水平，，自然而然成為企業(yè)的重要課題。 BY公司是一家大型制造型企業(yè)，要想提高公司整體的績(jī)效考評(píng)水平，首先要從最核心的制造部出發(fā)。本文以BY公司制造部為研究對(duì)象，結(jié)合人力資源績(jī)效考評(píng)理論與實(shí)踐，深入剖析BY公司制造部的績(jī)效考評(píng)現(xiàn)狀，歸納出需要解決的問(wèn)題；借助現(xiàn)代績(jī)效考評(píng)方法和工具，為BY公司制造部設(shè)計(jì)一套基于KPI的績(jī)效考評(píng)體系，并采用層次分析法（AHP）確定指標(biāo)權(quán)重；通過(guò)對(duì)考評(píng)主體、考評(píng)周期、KPI的評(píng)分標(biāo)準(zhǔn)、員工的績(jī)效考評(píng)表等一系列環(huán)節(jié)的具體設(shè)計(jì)和規(guī)定，最終形成一套完整的科學(xué)的績(jī)效考評(píng)實(shí)施方案；通過(guò)新舊績(jī)效考評(píng)方案的對(duì)比、新方案實(shí)施效果的滿(mǎn)意度調(diào)查和制造部勞動(dòng)生產(chǎn)率的實(shí)際值變化，評(píng)估BY公司制造部新績(jī)效考評(píng)體系運(yùn)行的效果，從而證明了基于KPI的績(jī)效考評(píng)體系在BY公司制造部實(shí)施的有效性，也說(shuō)明了本研究的科學(xué)性和合理性。本文的研究成果，對(duì)于國(guó)內(nèi)其他制造型企業(yè)也有著較高的參考價(jià)值和研究意義。
[Abstract]:Performance appraisal is an important part of enterprise human resource management, and also an important performance of the effectiveness and efficiency of enterprise management activities. Modern performance appraisal is not a simple evaluation of employee performance. It serves the strategic objectives of enterprises, supervises and restricts the process of achieving the objectives, and ensures the smooth achievement of the objectives. In the face of the increasingly motivated market competition, traditional manufacturing enterprises not only need to innovate in technology. Now, all kinds of enterprises hope to retain talent, give full play to the potential of existing talent, and build into a high performance organization. Therefore, improve the status quo of enterprise performance appraisal. Constantly improve the performance and management level of enterprises, naturally become an important issue for enterprises. By Company is a large manufacturing enterprise. In order to improve the performance evaluation level of the company as a whole, we must start from the core manufacturing department. This paper takes the manufacturing department of by Company as the research object. Combined with the theory and practice of human resource performance evaluation, this paper deeply analyzes the current situation of performance appraisal in manufacturing department of by Company, and concludes the problems to be solved. With the help of modern performance appraisal methods and tools, a set of performance appraisal system based on KPI is designed for manufacturing department of by Company, and the weight of the index is determined by using Analytic hierarchy process (AHP). Through the specific design and regulation of a series of links, such as the subject, the evaluation cycle, the evaluation standard of KPI and the performance evaluation form of employees, a complete set of scientific performance appraisal implementation scheme was formed. Through the comparison of the new and old performance appraisal schemes, the satisfaction survey of the implementation effect of the new scheme and the change of the actual value of labor productivity in the manufacturing department, the effect of the new performance appraisal system in the manufacturing department of by company is evaluated. This proves the effectiveness of the performance evaluation system based on KPI in the manufacturing department of by company, and also shows the scientific and reasonable of this study. The research results of this paper. It also has high reference value and research significance for other manufacturing enterprises in China.
【學(xué)位授予單位】：華南理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類(lèi)號(hào)】：F272.92;F426.6

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