本文選題：績效考核體系　切入點：考核指標　出處：《西南科技大學》2014年碩士論文　論文類型：學位論文

【摘要】：改革開放以來,經濟高速發(fā)展的同時也使得市場的競爭越來越激烈,這對建筑業(yè)的發(fā)展來說既是機遇也是前所未有的挑戰(zhàn)。面對激烈的市場競爭,企業(yè)要想在市場競爭中處于優(yōu)勢地位,企業(yè)間的人才競爭將成為決定成敗的關鍵因素之一。因此,對企業(yè)來說如何更好的引吸和留住人才就成了許多企業(yè)必須盡快解決的問題。在企業(yè)中開展有效的人力資源管理是企業(yè)在人才競爭中的制勝法寶,而績效考核作為人力資源管理的主要內容,可以作為薪酬和升職的參考依據(jù)、可以有效的調動員工的工作積極性、可以提高企業(yè)的經濟效益,必然受到企業(yè)的關注。本文的研究主體——SW建筑公司,公司的績效考核工作還停留在初級階段,特別在員工考核方法選擇上,還采用傳統(tǒng)的簡單排序、領導評價、關鍵事件等主觀因素占主導的方法,績效考核發(fā)揮不了應有的效果,這在一定程度上直接導致了企業(yè)員工工作積極性不高、企業(yè)內部凝聚力和核心競爭力減弱、企業(yè)人才流失嚴重等問題。因而制定一套科學、公平、公正又與企業(yè)發(fā)展特點相適應的績效考核制度及指標體系,從而引導提升和鞏固SW建筑公司在建筑施工業(yè)中的市場地位,以及實現(xiàn)為把公司建成川東北龍頭建筑企業(yè)的戰(zhàn)略目標,都有著十分重要的意義。本文客觀地分析了SW建筑公司在員工績效考核中存在的問題和問題產生的原因,結合現(xiàn)代人力資源管理和績效考核的基本理論,通過組織結構調整、工作崗位分析、績效考核指標體系設計、績效考核體系實施以及結果運用這一系列措施,制定了一套科學合理的員工績效考核體系,并對其績效考核的實施提出了一些建議和對策。旨在幫助企業(yè)解決在經營過程中出現(xiàn)的問題,實現(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.
【學位授予單位】：西南科技大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F272.92;F426.92

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本文編號：1607982