本文關(guān)鍵詞：東北空管局中層干部績(jī)效考核體系研究　出處：《大連理工大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 人力資源 中層干部 績(jī)效考評(píng) 360度績(jī)效考核

【摘要】：21世紀(jì)是以人才、知識(shí)、信息為載體的新經(jīng)濟(jì)時(shí)代,人力資源作為“第一資源”是企業(yè)核心競(jìng)爭(zhēng)力的主要來源。作為空管局的中堅(jiān)力量,中層干部對(duì)提升企業(yè)的經(jīng)營(yíng)效益,提高企業(yè)的核心競(jìng)爭(zhēng)力作用巨大。因此,改善原有不合理的績(jī)效考核方法體系,重新設(shè)計(jì)一套適應(yīng)現(xiàn)代企業(yè)改革發(fā)展需求的科學(xué)的中層干部績(jī)效考評(píng)指標(biāo)體系,對(duì)中層干部的工作績(jī)效進(jìn)行客觀評(píng)價(jià),進(jìn)而對(duì)正確使用考評(píng)結(jié)果做出科學(xué)的人事決策,具有重要的實(shí)踐意義。 本文以東北空管局為研究對(duì)象,按照發(fā)現(xiàn)問題、分析問題、解決問題的邏輯思路,運(yùn)用問卷調(diào)查和實(shí)地訪談相結(jié)合的研究方法,分析了東北空管局績(jī)效考評(píng)體系存在的問題。在對(duì)相關(guān)文獻(xiàn)進(jìn)行回顧的基礎(chǔ)上,采用定性和定量相結(jié)合的研究方式,以360度績(jī)效考核方法為導(dǎo)向；結(jié)合公司特性進(jìn)行指標(biāo)甄選和指標(biāo)權(quán)重確定,并采用三階段的考核方式,從而設(shè)計(jì)出適應(yīng)東北空管局發(fā)展需要的結(jié)果指標(biāo)和行為指標(biāo)相結(jié)合的中層干部績(jī)效考評(píng)指標(biāo)體系。 本文力圖通過對(duì)東北空管局中層干部績(jī)效考評(píng)指標(biāo)體系的重新設(shè)計(jì),實(shí)現(xiàn)對(duì)中層干部的工作表現(xiàn)進(jìn)行科學(xué)公正的評(píng)價(jià),激勵(lì)中層干部不斷提升工作能力和自身素質(zhì),幫助其進(jìn)行工作績(jī)效改進(jìn),制定科學(xué)的人才培養(yǎng)和開發(fā)計(jì)劃,促進(jìn)東北空管局整體績(jī)效和競(jìng)爭(zhēng)力的提升。
[Abstract]:Twenty-first Century is the talent, knowledge, information as the carrier of the new economic era, human resource as the first resource "is the main source of core competitiveness of enterprises. As the backbone of the Air Traffic Management Bureau, middle-level cadres to improve the operational efficiency of enterprises, improve the core competitiveness of enterprises with huge. Therefore, the improvement of the original unreasonable performance appraisal the method to design a set of system, adapt to the modern enterprise reform and development needs of the scientific middle-level cadres performance evaluation index system, evaluation of job performance of middle-level cadres, and the correct use of evaluation results to make scientific decision-making personnel, has important practical significance.
In this paper, northeast ATMB as the research object, according to the analysis of problems found problems, logical thinking to solve the problem, the use of research methods of combination of questionnaire and interviews, analysis of the existing performance appraisal system of the Northeast ATMB. Based on the review of related literature, this research adopted qualitative and quantitative according to the 360 degree performance appraisal method oriented; combined with the company's characteristics determine the index selection and index weight, and the three stage evaluation methods, to design a middle-level cadre performance evaluation system to meet the needs of northeast ATMB development index and the behavior index results combined.
This paper tries to re design of performance evaluation index system of the middle-level cadres northeast ATMB, realize the job performance of middle-level cadres of the evaluation is scientific and impartial, middle-level cadres incentive continuously improve work ability and own quality, help its performance improvement, making scientific personnel training and development plan, promote the overall performance of Northeast Air Traffic Management Bureau and to enhance the competitiveness.

【學(xué)位授予單位】：大連理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F562

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