【摘要】：市政工程項目經理在項目實施建設過程中具有重要的地位,是項目部的管理核心和帶頭人,其發(fā)揮作用的大小將直接影響項目工程質量、工期、安全和成本,加強對項目經理的管理,有利于項目的順利開展,而項目經理的績效考核體系是對完成該項目考評的重要手段。如何運用科學合理的考評項目經理工作,對項目經理進行績效管理,并且形成制約,進而實現(xiàn)工程項目經理隊伍的高素質化,是我們亟待解決的問題。本文首先對績效考核的理論基礎進行了系統(tǒng)的闡述及說明,并對績效考核過程中關鍵績效考核指標的建立以及考核的三種方法加以介紹,著重研究了模糊綜合評價法的思想和原理,以及模糊綜合評價法的模型和步驟,為后續(xù)研究的開展奠定基礎。本文通過對北京市市政六建設工程有限公司(以下簡稱“市政六公司”)現(xiàn)行項目經理績效考核辦法存在的缺陷及不足入手,通過具體的項目案例分析,結合項目實施過程中及項目結束后績效考評的爭議問題,并采取對公司部室負責人、項目經理、業(yè)主單位以及相關供貨方進行訪談的論證方法,整理體現(xiàn)出該市政企業(yè)在工程項目經理績效考核現(xiàn)狀的十個方面的不足,進而識別出影響項目經理績效考核的關鍵因素,總結歸納出項目經理績效指標體系。在此基礎上,制度的制定要依靠理論的支持,在分析績效考核體系的構成和內涵的同時,引入先進的績效管理的理論和實踐,為績效管理體系的構建提供理論框架,在具體的實現(xiàn)方法上引入主要基于關鍵績效指標(KPI)的績效評價體系,結合項目實際形成“KPI定位表”,并運用模糊綜合評價法進行研究。最后,依據(jù)上述研究建立的工程項目經理績效考核評價管理辦法,并以第六項目部佛山市順德區(qū)碧桂路順德新城段改造工程為例,對工程項目經理績效考核評價管理辦法進行了應用,通過采取對公司機關部室負責人、項目經理以及項目團隊成員進行調研的手段,驗證了該辦法實施的合理性、可行性及必要性,以建立和完善項目經理績效考核體系為目標進行研究。本文的特色是對理論方法梳理的同時,找到有效的解決問題的方法,對市政工程項目經理管理水平的提高具有重要作用,對企業(yè)人力資源管理理論的完善也具有一定的參考價值。
[Abstract]:The municipal engineering project manager plays an important role in the construction process of the project, and is the management core and leader of the project department. The size of its role will directly affect the quality, duration, safety and cost of the project. Strengthening the management of the project manager is conducive to the smooth development of the project, and the performance appraisal system of the project manager is an important means to complete the evaluation of the project. How to make use of scientific and reasonable appraisal of project manager, how to manage the project manager's performance, and form the restriction, and then realize the project manager's high quality, is the problem that we need to solve urgently. In this paper, the theoretical basis of performance appraisal is systematically expounded and explained, and the establishment of key performance appraisal indicators and three methods of performance appraisal are introduced. The thought and principle of fuzzy comprehensive evaluation method and the model and steps of fuzzy comprehensive evaluation method are studied in order to lay a foundation for further research. This paper begins with the defects and shortcomings of the current project manager performance appraisal method of Beijing Municipal six Construction Engineering Co., Ltd (hereinafter referred to as "Municipal six Company"), and analyzes the specific project cases. Combining with the controversial issues of performance appraisal during the implementation of the project and after the end of the project, and adopting the argumentation method of interviewing the person in charge of the department and office of the company, the project manager, the owner's unit and the relevant supplier, It shows the deficiency of the municipal enterprise in ten aspects of the project manager's performance appraisal, and then identifies the key factors that affect the project manager's performance appraisal, and sums up the project manager's performance index system. On this basis, the establishment of the system depends on the support of the theory, while analyzing the composition and connotation of the performance appraisal system, introducing the advanced theory and practice of performance management to provide a theoretical framework for the construction of the performance management system. The performance evaluation system based on key performance indicators (KPI) is introduced in the specific implementation method, and the "KPI Positioning Table" is formed according to the actual situation of the project, and the fuzzy comprehensive evaluation method is used to study it. Finally, according to the management method of project manager performance evaluation established by the above research, and taking the reconstruction project of Shunde New Town Section of Shunde District, Foshan City as an example, This paper applies the management method of project manager's performance appraisal and evaluation, and verifies the reasonableness of the implementation of the method by means of investigation and investigation to the head of the department and department of the company, the project manager and the members of the project team. Feasibility and necessity, to establish and improve the project manager performance appraisal system as the goal of the study. The characteristic of this paper is to find effective methods to solve the problems while combing the theory and methods, which plays an important role in improving the management level of municipal engineering project managers. Also has certain reference value to the enterprise human resources management theory consummation.
【學位授予單位】：中國科學院大學(工程管理與信息技術學院)
【學位級別】：碩士
【學位授予年份】：2015
【分類號】：F283

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本文編號：2138885