本文選題：績(jī)效考核體系　切入點(diǎn)：考核指標(biāo)　出處：《西南科技大學(xué)》2014年碩士論文　論文類(lèi)型：學(xué)位論文

【摘要】：改革開(kāi)放以來(lái),經(jīng)濟(jì)高速發(fā)展的同時(shí)也使得市場(chǎng)的競(jìng)爭(zhēng)越來(lái)越激烈,這對(duì)建筑業(yè)的發(fā)展來(lái)說(shuō)既是機(jī)遇也是前所未有的挑戰(zhàn)。面對(duì)激烈的市場(chǎng)競(jìng)爭(zhēng),企業(yè)要想在市場(chǎng)競(jìng)爭(zhēng)中處于優(yōu)勢(shì)地位,企業(yè)間的人才競(jìng)爭(zhēng)將成為決定成敗的關(guān)鍵因素之一。因此,對(duì)企業(yè)來(lái)說(shuō)如何更好的引吸和留住人才就成了許多企業(yè)必須盡快解決的問(wèn)題。在企業(yè)中開(kāi)展有效的人力資源管理是企業(yè)在人才競(jìng)爭(zhēng)中的制勝法寶,而績(jī)效考核作為人力資源管理的主要內(nèi)容,可以作為薪酬和升職的參考依據(jù)、可以有效的調(diào)動(dòng)員工的工作積極性、可以提高企業(yè)的經(jīng)濟(jì)效益,必然受到企業(yè)的關(guān)注。本文的研究主體——SW建筑公司,公司的績(jī)效考核工作還停留在初級(jí)階段,特別在員工考核方法選擇上,還采用傳統(tǒng)的簡(jiǎn)單排序、領(lǐng)導(dǎo)評(píng)價(jià)、關(guān)鍵事件等主觀因素占主導(dǎo)的方法,績(jī)效考核發(fā)揮不了應(yīng)有的效果,這在一定程度上直接導(dǎo)致了企業(yè)員工工作積極性不高、企業(yè)內(nèi)部凝聚力和核心競(jìng)爭(zhēng)力減弱、企業(yè)人才流失嚴(yán)重等問(wèn)題。因而制定一套科學(xué)、公平、公正又與企業(yè)發(fā)展特點(diǎn)相適應(yīng)的績(jī)效考核制度及指標(biāo)體系,從而引導(dǎo)提升和鞏固SW建筑公司在建筑施工業(yè)中的市場(chǎng)地位,以及實(shí)現(xiàn)為把公司建成川東北龍頭建筑企業(yè)的戰(zhàn)略目標(biāo),都有著十分重要的意義。本文客觀地分析了SW建筑公司在員工績(jī)效考核中存在的問(wèn)題和問(wèn)題產(chǎn)生的原因,結(jié)合現(xiàn)代人力資源管理和績(jī)效考核的基本理論,通過(guò)組織結(jié)構(gòu)調(diào)整、工作崗位分析、績(jī)效考核指標(biāo)體系設(shè)計(jì)、績(jī)效考核體系實(shí)施以及結(jié)果運(yùn)用這一系列措施,制定了一套科學(xué)合理的員工績(jī)效考核體系,并對(duì)其績(jī)效考核的實(shí)施提出了一些建議和對(duì)策。旨在幫助企業(yè)解決在經(jīng)營(yíng)過(guò)程中出現(xiàn)的問(wèn)題,實(shí)現(xiàn)企業(yè)的可持續(xù)發(fā)展。
[Abstract]:Since the reform and opening up, the rapid development of the economy has also made the competition in the market more and more intense, which is both an opportunity and an unprecedented challenge for the development of the construction industry. If an enterprise wants to be in an advantageous position in market competition, the talent competition among enterprises will become one of the key factors determining the success or failure of the enterprise. For enterprises, how to attract and retain talents better has become a problem that many enterprises must solve as soon as possible. It is a magic weapon for enterprises to carry out effective human resource management in the competition for talents. As the main content of human resource management, performance appraisal can be used as the reference for salary and promotion, can effectively mobilize the enthusiasm of employees, and can improve the economic benefits of enterprises. The research subject of this paper, SW Construction Company, is still in the primary stage, especially in the selection of employee assessment methods, and also adopts the traditional simple ranking and leadership evaluation. The subjective factors such as key events are dominant, and the performance appraisal can not play its due effect. To some extent, this directly leads to the low enthusiasm of the employees, the weakening of the cohesion and the core competitiveness of the enterprise. Therefore, a set of scientific, fair, fair and suitable performance appraisal system and index system in accordance with the characteristics of enterprise development should be formulated to guide and consolidate SW Construction Company's market position in the construction industry. It is of great significance to realize the strategic goal of building the company into a leading construction enterprise in Northeast Sichuan. This paper objectively analyzes the problems and causes of the problems in the employee performance appraisal of SW Construction Company. Combined with the basic theory of modern human resource management and performance appraisal, through the adjustment of organizational structure, job analysis, design of performance appraisal index system, implementation of performance appraisal system and application of results, This paper formulates a set of scientific and reasonable employee performance appraisal system, and puts forward some suggestions and countermeasures for the implementation of its performance appraisal, in order to help the enterprise solve the problems in the course of operation and realize the sustainable development of the enterprise.
【學(xué)位授予單位】：西南科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類(lèi)號(hào)】：F272.92;F426.92

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本文編號(hào)：1607982