本文選題：人力資源績效評估 + 層次分析法�。� 參考：《昆明理工大學(xué)》2014年碩士論文

【摘要】：績效評估是研究企業(yè)人力資源管理的核心,人力資源管理是企業(yè)發(fā)展和實(shí)現(xiàn)戰(zhàn)略目標(biāo)的重要支撐,因此人力資源中的績效評估越來越受到企業(yè)管理者的重視。我國礦產(chǎn)行業(yè)發(fā)展正在步入關(guān)鍵階段,加強(qiáng)人力資源績效評估具有重要的現(xiàn)實(shí)意義。隨著經(jīng)濟(jì)快速發(fā)展,科技日新月異,企業(yè)發(fā)展處于更為復(fù)雜的外部環(huán)境和內(nèi)部環(huán)境中,礦產(chǎn)行業(yè)經(jīng)營環(huán)境發(fā)生深刻變化。在投資主體多元化、管理國際化、競爭激烈化、供求市場化的新形勢下,人力資源成為有效應(yīng)對復(fù)雜環(huán)境的有力武器。 目前,國外專家學(xué)者對人力資源管理評估的研究已經(jīng)取得較好的成果,并且提出較為科學(xué)的定性分析和定量分析相結(jié)合的模型和方法。但是,我國對人力資源管理評估的研究相對落后,部分模型和方法缺乏公認(rèn)的標(biāo)準(zhǔn),許多研究尚處于理論研究階段。 本研究基于相關(guān)文獻(xiàn)的歸納和整理基礎(chǔ)上,首先,對文中涉及的相關(guān)概念簡單梳理；其次,闡述和分析人力資源績效評估工作中的幾種常用理論工具,分析其優(yōu)缺點(diǎn)。再次,采用文獻(xiàn)歸納法和專家咨詢法建立評估指標(biāo)體系；最后,運(yùn)用層次分析法和模糊綜合評價法,以YNHJ集團(tuán)作為研究對象進(jìn)行實(shí)證分析。分析結(jié)果表明,YNHJ集團(tuán)的人力資源績效管理處于較好的水平,但仍存在不足,為此,結(jié)合YNHJ集團(tuán)自身的管理特點(diǎn),提出相應(yīng)的改進(jìn)建議。
[Abstract]:Performance evaluation is the core of the study of human resource management, which is an important support for the development of enterprises and the realization of strategic objectives. Therefore, performance evaluation in human resources is paid more and more attention by enterprise managers. The development of China's mineral industry is entering a critical stage, and it is of great practical significance to strengthen the performance evaluation of human resources. With the rapid development of economy and the rapid development of science and technology, the enterprise development is in the more complex external and internal environment, and the management environment of the mineral industry has undergone profound changes. In the new situation of diversification of investment subjects, internationalization of management, fierce competition and marketization of supply and demand, human resources have become a powerful weapon to deal with complex environment effectively. Foreign experts and scholars have made good achievements in the research of human resource management evaluation, and put forward a more scientific qualitative analysis and quantitative analysis of the model and method. However, the study of human resource management evaluation in China is relatively backward, some models and methods lack of accepted standards, and many studies are still in the theoretical stage. This study is based on the induction and collation of relevant literature, first of all, The related concepts involved in this paper are simply combed. Secondly, several commonly used theoretical tools in human resources performance evaluation are expounded and analyzed, and their advantages and disadvantages are analyzed. Thirdly, the evaluation index system is established by literature induction method and expert consultation method. Finally, using AHP and fuzzy comprehensive evaluation method, taking YNHJ group as the research object to carry on the empirical analysis. The results show that the performance management of human resources of YNHJ Group is at a good level, but there are still some shortcomings. Therefore, according to the management characteristics of YNHJ Group, the corresponding suggestions for improvement are put forward.
【學(xué)位授予單位】：昆明理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.92;F426.1

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本文編號：2002226