ASST公司一線員工績(jī)效管理研究
發(fā)布時(shí)間：2018-07-26 16:02
【摘要】：近年來,信息技術(shù)發(fā)展步伐加快,知識(shí)經(jīng)濟(jì)時(shí)代日趨完善,企業(yè)之間的競(jìng)爭(zhēng)不斷加劇,人才競(jìng)爭(zhēng)已經(jīng)躍升為企業(yè)間的主要競(jìng)爭(zhēng)。面對(duì)這一嚴(yán)峻形勢(shì),企業(yè)在開展管理工作時(shí),對(duì)人力資源管理投入了更多關(guān)注,而人力資源管理工作中,績(jī)效管理作為一個(gè)重要組成部分是,成為提升人力資源管理水平的關(guān)鍵環(huán)節(jié)。績(jī)效管理的成功實(shí)施主要基于公司理念、制度的建立以及員工不懈的努力。在員工績(jī)效管理工作中,績(jī)效管理體系處于主導(dǎo)地位,它是各種操作方法和規(guī)范的集合,在員工績(jī)效管理工作中發(fā)揮著至關(guān)重要的作用。站在管理理論角度來講,員工績(jī)效管理體系作為一項(xiàng)控制系統(tǒng)具有動(dòng)態(tài)性,它由幾個(gè)環(huán)節(jié)構(gòu)成,包括績(jī)效計(jì)劃、績(jī)效考核、績(jī)效反饋等,其目的是通過各種活動(dòng),了解員工在工作中存在的缺陷和不足,同時(shí)制定科學(xué)的考評(píng)標(biāo)準(zhǔn),有效管理績(jī)效的實(shí)施,做好績(jī)效反饋工作,讓員工及時(shí)改正缺陷和問題,努力改善工作效率,進(jìn)而使組織績(jī)效得以持續(xù)提升。如今,許多企業(yè)紛紛開展績(jī)效管理工作,將績(jī)效管理作為一項(xiàng)重要工具運(yùn)用在企業(yè)管理工作中,企業(yè)領(lǐng)導(dǎo)者也對(duì)績(jī)效管理傾注更多關(guān)心。但目前實(shí)施的績(jī)效管理工作中多數(shù)只關(guān)注企業(yè)中的各部門和中高層,并沒有對(duì)一線員工投入過多關(guān)注。因此,如何找到鑒別員工能力、激發(fā)員工潛力、發(fā)揮員工聰明才智的績(jī)效管理方式,成為當(dāng)前企業(yè)管理者所面臨的最大挑戰(zhàn)。在深化電力體制改革的過程中,電力企業(yè)如何導(dǎo)入并有效實(shí)施績(jī)效管理,對(duì)提高企業(yè)運(yùn)營(yíng)效率和效益,改進(jìn)供電企業(yè)管理水平具有十分重要的作用和深遠(yuǎn)的意義。為此,本人在學(xué)習(xí)國(guó)內(nèi)外先進(jìn)公司績(jī)效管理理念的基礎(chǔ)上,采用多項(xiàng)研究方法,包括訪談法、比較法、研討法等進(jìn)行了深入研究,結(jié)合現(xiàn)代人力資源管理中績(jī)效管理的相關(guān)理論,分析了ASST公司目前的績(jī)效管理情況,指出其中存在的缺陷和問題,隨后以員工崗位作為入手點(diǎn),分別研究了ASST公司五類員工的崗位情況,在詳細(xì)分析職務(wù)特征后確定績(jī)效評(píng)價(jià)的重點(diǎn),建立了積分制班組量化考核模式,并通過幾個(gè)方面優(yōu)化設(shè)計(jì)了ASST公司的績(jī)效管理體系,包括績(jī)效溝通、考核指標(biāo)、反饋結(jié)果應(yīng)用等,確保ASST公司能夠建立完善的績(jī)效管理體系。優(yōu)化后的績(jī)效管理體系有效彌補(bǔ)了管理一線員工時(shí)存在的缺陷。通過本文的撰寫,總結(jié)出一些電力企業(yè)通用的一線員工績(jī)效管理體系優(yōu)化提升和實(shí)施推廣的方法論,希望企業(yè)在開展人力資源管理工作時(shí),確�？�(jī)效管理工作發(fā)揮積極的作用,尤其是在管理一線員工時(shí)發(fā)揮作用,幫助一線員工提高績(jī)效水平,促使他們改善自身的缺陷和問題,為提高組織績(jī)效做出貢獻(xiàn),防止各類問題的發(fā)生,使績(jī)效管理實(shí)現(xiàn)其價(jià)值和意義,為績(jī)效管理工作在電網(wǎng)企業(yè)的全面實(shí)施做出一點(diǎn)貢獻(xiàn)。
[Abstract]:In recent years, the development of information technology has been accelerated, the era of knowledge economy has become more and more perfect, the competition among enterprises has been intensified, and the competition for talents has become the main competition among enterprises. Faced with this severe situation, enterprises pay more attention to human resource management when they carry out management work. In human resources management, performance management is an important component. To become a key link in improving the level of human resources management. The successful implementation of performance management is mainly based on the company concept, the establishment of the system and the unremitting efforts of the staff. In the work of employee performance management, the performance management system is in the leading position, it is a collection of various operational methods and norms, and plays a vital role in the performance management of employees. From the perspective of management theory, as a control system, employee performance management system is dynamic. It consists of several links, including performance planning, performance appraisal, performance feedback and so on, the purpose of which is to pass a variety of activities. Understand the defects and shortcomings of employees in the work, at the same time, establish scientific evaluation standards, effectively manage the implementation of performance, do a good job of performance feedback, so that employees timely correct defects and problems, and strive to improve work efficiency, So that organizational performance can continue to improve. Nowadays, many enterprises carry out the performance management work one after another, regard the performance management as an important tool in the enterprise management work, the enterprise leader also pay more attention to the performance management. But at present, most of the performance management only pay attention to each department and the middle and high level of the enterprise, and do not pay too much attention to the front-line staff. Therefore, how to find the performance management way to identify the ability of employees, stimulate the potential of employees, and bring into play the intelligence of employees, has become the biggest challenge facing the current enterprise managers. In the process of deepening the reform of electric power system, it is of great importance and far-reaching significance for electric power enterprises to introduce and effectively implement performance management to improve the efficiency and efficiency of operation and to improve the management level of power supply enterprises. Therefore, on the basis of studying the concept of performance management of advanced companies at home and abroad, I have adopted a number of research methods, including interview method, comparative method, research method and so on. Based on the theory of performance management in modern human resource management, this paper analyzes the current performance management situation of ASST Company, points out the defects and problems, and then takes the position of employees as the starting point. This paper studies the position situation of five types of employees in ASST Company, determines the key points of performance evaluation after analyzing the job characteristics in detail, establishes the quantitative evaluation model of the integral group, and optimizes the design of the performance management system of the ASST Company through several aspects. Including performance communication, evaluation indicators, feedback results, etc., to ensure that ASST company can establish a sound performance management system. The optimized performance management system effectively makes up for the defects in the management of front-line staff. Through the writing of this paper, the author summarizes the methodology of optimizing and promoting the performance management system of some general front-line staff in electric power enterprises, and hopes that the enterprise can play an active role in the development of human resources management. Especially in the management of front-line staff to play a role in helping front-line staff improve their performance level, promote them to improve their own defects and problems, contribute to improve organizational performance, prevent the occurrence of various problems, To realize the value and significance of performance management and make some contribution to the overall implementation of performance management in power grid enterprises.
【學(xué)位授予單位】：山東理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F426.61
本文編號(hào)：2146533
[Abstract]:In recent years, the development of information technology has been accelerated, the era of knowledge economy has become more and more perfect, the competition among enterprises has been intensified, and the competition for talents has become the main competition among enterprises. Faced with this severe situation, enterprises pay more attention to human resource management when they carry out management work. In human resources management, performance management is an important component. To become a key link in improving the level of human resources management. The successful implementation of performance management is mainly based on the company concept, the establishment of the system and the unremitting efforts of the staff. In the work of employee performance management, the performance management system is in the leading position, it is a collection of various operational methods and norms, and plays a vital role in the performance management of employees. From the perspective of management theory, as a control system, employee performance management system is dynamic. It consists of several links, including performance planning, performance appraisal, performance feedback and so on, the purpose of which is to pass a variety of activities. Understand the defects and shortcomings of employees in the work, at the same time, establish scientific evaluation standards, effectively manage the implementation of performance, do a good job of performance feedback, so that employees timely correct defects and problems, and strive to improve work efficiency, So that organizational performance can continue to improve. Nowadays, many enterprises carry out the performance management work one after another, regard the performance management as an important tool in the enterprise management work, the enterprise leader also pay more attention to the performance management. But at present, most of the performance management only pay attention to each department and the middle and high level of the enterprise, and do not pay too much attention to the front-line staff. Therefore, how to find the performance management way to identify the ability of employees, stimulate the potential of employees, and bring into play the intelligence of employees, has become the biggest challenge facing the current enterprise managers. In the process of deepening the reform of electric power system, it is of great importance and far-reaching significance for electric power enterprises to introduce and effectively implement performance management to improve the efficiency and efficiency of operation and to improve the management level of power supply enterprises. Therefore, on the basis of studying the concept of performance management of advanced companies at home and abroad, I have adopted a number of research methods, including interview method, comparative method, research method and so on. Based on the theory of performance management in modern human resource management, this paper analyzes the current performance management situation of ASST Company, points out the defects and problems, and then takes the position of employees as the starting point. This paper studies the position situation of five types of employees in ASST Company, determines the key points of performance evaluation after analyzing the job characteristics in detail, establishes the quantitative evaluation model of the integral group, and optimizes the design of the performance management system of the ASST Company through several aspects. Including performance communication, evaluation indicators, feedback results, etc., to ensure that ASST company can establish a sound performance management system. The optimized performance management system effectively makes up for the defects in the management of front-line staff. Through the writing of this paper, the author summarizes the methodology of optimizing and promoting the performance management system of some general front-line staff in electric power enterprises, and hopes that the enterprise can play an active role in the development of human resources management. Especially in the management of front-line staff to play a role in helping front-line staff improve their performance level, promote them to improve their own defects and problems, contribute to improve organizational performance, prevent the occurrence of various problems, To realize the value and significance of performance management and make some contribution to the overall implementation of performance management in power grid enterprises.
【學(xué)位授予單位】：山東理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F426.61
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