發(fā)布時間：2018-05-25 06:44

  本文選題：人力資源 + 績效考核�。� 參考：《中國石油大學(xué)(華東)》2014年碩士論文

【摘要】：在企業(yè)人力資源的有機系統(tǒng)中,績效考核占有核心地位,企業(yè)價值的實現(xiàn)起著至關(guān)重要的作用。有效的績效考核體系可以提高員工的績效,為人力資源開發(fā)提供依據(jù),確保員工有一個公平的工作環(huán)境,從而提高工作效率,增強企業(yè)的競爭優(yōu)勢。本文以勝利油田供水公司為研究對象,首先,闡明隨著公司的不斷發(fā)展,必須引入現(xiàn)代企業(yè)績效管理理論相適應(yīng),建立科學(xué)有效的績效考核體系,以解決公司在績效考核管理工作中存在的各種問題,提高公司的整體績效水平,同時為公司人力資源管理的其他環(huán)節(jié)提供決策依據(jù)。并對國內(nèi)外供水企業(yè)績效考核應(yīng)用現(xiàn)狀及MBO和KPI等績效考核理論進行了綜述。其次,對勝利油田供水公司現(xiàn)有績效考核體系進行全面分析,得出存在員工沒有清晰的目標和工作的動力,缺乏良好企業(yè)價值評價體系,發(fā)展戰(zhàn)略與人力資源開發(fā)不相匹配,員工工作績效以及工作監(jiān)督方面缺乏相應(yīng)的制度和措施等問題;造成的原因歸結(jié)為五點,分別是績效考核地位認識不足、績效考核內(nèi)容不合理、指標與標準模糊、數(shù)據(jù)來源不足、缺乏專業(yè)的人力資源管理人員等。再次,運用訪談、問卷調(diào)查、頭腦風暴、魚骨圖等研究方法,對公司的績效考核體系進行了改進設(shè)計,應(yīng)用KPI工具將公司的戰(zhàn)略目標層層分解至部門、崗位,提出部門考核指標包括部門業(yè)績、協(xié)作能力與創(chuàng)新能力三部分,崗位考核指標包括工作業(yè)績、綜合表現(xiàn)與勞動紀律三部分;根據(jù)員工層級和崗位的不同,按照不同的權(quán)重設(shè)計了員工績效考核指標體系;最后說明了相關(guān)培訓(xùn)和持續(xù)溝通是保障績效考核體系有效實施的重要手段。通過本文研究,一方面為勝利油田供水公司績效考核改進提出方案參考。另一方面,我國現(xiàn)有供水企業(yè)在發(fā)展中需要逐步改進管理現(xiàn)狀,提升人力資源管理水平。希望論文能對遇到類似問題供水企業(yè)提供一定借鑒和參考,讓企業(yè)健康持續(xù)發(fā)展。
[Abstract]:In the organic system of enterprise human resources, performance appraisal plays a core role, and the realization of enterprise value plays a vital role. An effective performance appraisal system can improve the performance of employees, provide the basis for the development of human resources, ensure a fair working environment for employees, improve work efficiency and enhance the competitive advantage of enterprises. This paper takes Shengli Oilfield Water supply Company as the research object. First of all, with the continuous development of the company, it is necessary to introduce the modern enterprise performance management theory to adapt to the establishment of a scientific and effective performance appraisal system. In order to solve the problems existing in the performance appraisal management, improve the overall performance level of the company, and provide decision-making basis for other aspects of human resources management of the company. The application of performance appraisal in water supply enterprises at home and abroad and the theories of performance appraisal such as MBO and KPI are summarized. Secondly, the comprehensive analysis of the existing performance appraisal system of Shengli Oilfield Water supply Company shows that there are no clear objectives and working motivation, lack of a good enterprise value evaluation system, and the development strategy and human resources development do not match. The reasons for the lack of corresponding systems and measures in terms of employee performance and job supervision are summarized as follows: lack of understanding of the status of performance appraisal, unreasonable content of performance appraisal, ambiguity of indicators and standards, etc. Lack of data sources, lack of professional human resources management personnel and so on. Thirdly, by using the methods of interview, questionnaire, brainstorming, fish bone map, etc, the performance appraisal system of the company has been improved and designed, and the strategic objectives of the company have been decomposed into departments and posts by using KPI tools. The paper puts forward that the evaluation index of department includes three parts: the performance of the department, the ability of cooperation and the ability of innovation, and the evaluation index of the post includes the performance of the work, the comprehensive performance and the discipline of labor, according to the different levels and positions of the staff, According to different weights, this paper designs employee performance appraisal index system, and finally explains that relevant training and continuous communication are important means to ensure the effective implementation of performance appraisal system. Through this study, on the one hand, for Shengli Oilfield Water supply Company performance evaluation improvement program reference. On the other hand, China's existing water supply enterprises need to gradually improve the management status and improve the level of human resources management. It is hoped that the paper can provide some reference for water supply enterprises with similar problems, so that the enterprises can develop healthily and sustainably.
【學(xué)位授予單位】：中國石油大學(xué)(華東)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.92;F299.24

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本文編號：1932481