本文關(guān)鍵詞： 工程技術(shù)人員 績(jī)效考核 KPI　出處：《廣西大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

【摘要】：在復(fù)雜的市場(chǎng)發(fā)展形勢(shì)下,工程施工企業(yè)想要抓住機(jī)遇,成為技術(shù)含量高、融資能力強(qiáng)、管理水平高的工程施工龍頭企業(yè),必須要擁有一支能綜合應(yīng)用現(xiàn)代科學(xué)理論和技術(shù)手段,懂經(jīng)濟(jì)、會(huì)管理,兼?zhèn)淙宋木窈涂茖W(xué)精神的高素質(zhì)工程技術(shù)人才隊(duì)伍。GB公司作為國(guó)內(nèi)一家經(jīng)濟(jì)、技術(shù)實(shí)力雄厚的施工企業(yè),面臨著技術(shù)人才流失,急需提升整體管理水平等管理難題。而績(jī)效考核是現(xiàn)代企業(yè)人力資源管理的重要手段之一,建立一套符合企業(yè)管理需要的工程技術(shù)人員績(jī)效考核體系,已經(jīng)是許多施工企業(yè)作為挽留核心人才、提升技術(shù)能力和整體管理水平的重要手段。 本文希望通過(guò)借鑒績(jī)效考核等相關(guān)理論研究,全面分析GB公司工程技術(shù)人員績(jī)效考核體系現(xiàn)狀,提出對(duì)GB工程技術(shù)人員的績(jī)效考核體系進(jìn)行改進(jìn)的建議,這對(duì)GB公司夯實(shí)管理基礎(chǔ)、解決技術(shù)型員工流失問(wèn)題、提升核心競(jìng)爭(zhēng)力具有重要的理論和現(xiàn)實(shí)意義。同時(shí),也希望能為該公司其它崗位的績(jī)效考核或其它公司的績(jī)效考核提供一種可借鑒的思路和方法。 本文共分六章,其主要內(nèi)容是：第一章緒論：說(shuō)明研究背景、意義、目的及研究思路、框架和方法；針對(duì)國(guó)內(nèi)外績(jī)效考核相關(guān)理論和實(shí)踐研究進(jìn)行綜述；第二章簡(jiǎn)述工程技術(shù)人員績(jī)效考核理論研究分析,闡明工程技術(shù)人員的定義和績(jī)效考核體系的涵義,并分析工程技術(shù)人員績(jī)效考核的目的、特征及指標(biāo)要求；第三章主要分析GB公司工程技術(shù)人員情況及特征現(xiàn)狀,并通過(guò)設(shè)計(jì)調(diào)查問(wèn)卷方式,該公司工程技術(shù)人員績(jī)效考核體系存在問(wèn)題,并對(duì)其原因進(jìn)行剖析；第四章著重提出GB公司工程技術(shù)人員績(jī)效考核體系的改進(jìn)對(duì)策,通過(guò)修訂考核維度、完善考核內(nèi)容,提高指標(biāo)量化程度、豐富考核主體,重視績(jī)效反饋和結(jié)果應(yīng)用等措施,改進(jìn)原來(lái)考核體系的不足之處；第五章提出對(duì)GB公司工程技術(shù)人員績(jī)效考核體系保障措施,引導(dǎo)技術(shù)人員重視績(jī)效考核、加強(qiáng)績(jī)效考核應(yīng)用及高層支持；第六章重點(diǎn)完成本文結(jié)論和展望。
[Abstract]:In the complex market development situation, engineering construction enterprises want to seize the opportunity and become the leading engineering construction enterprises with high technology content, strong financing ability and high management level. We must have a team of high-quality engineering and technical personnel who can comprehensively apply modern scientific theories and technological means, understand economy, be able to manage, and have both humanistic and scientific spirit. GB Company is an economy in China. Construction enterprises with strong technical strength are faced with the loss of technical talents and need to improve the overall management level urgently. Performance appraisal is one of the important means of human resources management in modern enterprises. The establishment of a set of engineering and technical personnel performance appraisal system, which meets the needs of enterprise management, has become an important means for many construction enterprises to retain the core talents, enhance their technical ability and improve their overall management level. This paper hopes to analyze the present situation of engineering and technical personnel performance appraisal system of GB Company, and put forward some suggestions to improve the performance appraisal system of GB engineering and technical personnel by referring to the relevant theoretical research, such as performance appraisal. It is of great theoretical and practical significance for GB Company to consolidate the management foundation, solve the problem of the loss of technical employees and enhance the core competitiveness. At the same time, It also hopes to provide a method for the performance appraisal of other positions or other companies. This paper is divided into six chapters, the main contents are as follows: the first chapter is introduction: explain the research background, significance, purpose, research ideas, framework and methods; The second chapter briefly introduces the theoretical research and analysis of engineering technical personnel performance appraisal, clarifies the definition of engineering technical personnel and the meaning of performance appraisal system, and analyzes the purpose, characteristics and index requirements of engineering technical personnel performance appraisal. The third chapter mainly analyzes the status and characteristics of engineering and technical personnel in GB Company, and through the design of questionnaire, the problems in the performance appraisal system of engineering and technical personnel of GB Company are analyzed, and the reasons are analyzed. In chapter 4th, the author puts forward the measures to improve the performance appraisal system of engineering and technical personnel in GB Company. Through revising the evaluation dimension, perfecting the assessment content, improving the quantification degree of indicators, enriching the subject of assessment, attaching importance to the performance feedback and the application of results, etc. Chapter 5th puts forward the measures to guarantee the performance appraisal system of engineering and technical personnel of GB Company, leads the technicians to attach importance to the performance appraisal, and strengthens the application of performance appraisal and high-level support; Chapter 6th focuses on the conclusion and prospect of this paper.
【學(xué)位授予單位】：廣西大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F426.92

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