本文選題：績效考核　切入點：KPI　出處：《廣東財經(jīng)大學》2017年碩士論文

【摘要】：在市場經(jīng)濟條件下,企業(yè)的競爭在很大程度上取決于人才的競爭�？冃Э己俗鳛槠髽I(yè)人才考評的重要組成部分,是企業(yè)提高人才工作積極性、職位晉升、福利薪酬的重要依據(jù),更是企業(yè)留住人才,提高企業(yè)核心競爭力及促進企業(yè)長足發(fā)展的重要保障。目前我國正在推進及深化國有企業(yè)改革,作為公益性國有企業(yè)的高速公路而言,對高速公路企業(yè)的管理及人才儲備有了更高標準的要求。而縱觀高速公路行業(yè)普遍存在收費員工離職率高的問題,考核機制不合理與此不無關系。本文主要立足于KY高速公路有限公司,通過開展實地調(diào)查、個別訪談和集體訪談及利用相關績效考核工具分析等方式,深入剖析了KY高速公路有限公司目前公司收費員的績效考核現(xiàn)狀。發(fā)現(xiàn)其中收費員績效考核方面重懲罰而缺少相應的獎勵機制,未能全面評價收費員對企業(yè)的貢獻及無法有效提高員工工作積極性等問題。上述問題給KY高速公路有限公司帶來較大的負面影響,基于此,對收費員績效考核方案急需改進與完善就顯得非常重要。本文以國內(nèi)外相關績效考核的研究和理論為基礎,從收費員崗位特點著手,基于考核與員工的工資獎金福利掛勾、與全面評價員工作能力掛勾、與提高員工工作積極性掛勾的設計思路。利用績效考核理論的相關工具重新設計KY高速公路有限公司的績效考核體系,形成一套與KY高速公路公司戰(zhàn)略目標相匹配的收費員績效考核新方案。為了保證收費員工績效考核方案的順利實施并達到預期效果,采取了必要的措施及方法保證方案能得到順利實施,以期達到優(yōu)化改進收費員績效考核的目的。本研究所建立的收費員工績效考評體系已經(jīng)在KY高速公路有限公司實施,實踐證明,該考評體系能夠比較科學、全面地考核收費員工的工作能力及對企業(yè)的貢獻水平,充分激發(fā)及調(diào)動收費員工的工作積極性及工作熱情,為KY高速公路公司的壯大發(fā)展提供強而有力的保證,推動KY高速公路公司邁上新臺階。
[Abstract]:Under the condition of market economy, the competition of enterprises depends on the competition of talents to a great extent. As an important part of the evaluation of talents in enterprises, performance appraisal is an important basis for enterprises to improve the enthusiasm of talents, the promotion of positions and the compensation of welfare. It is also an important guarantee for enterprises to retain talents, improve their core competitiveness and promote the rapid development of enterprises. At present, China is promoting and deepening the reform of state-owned enterprises, as the highway of public welfare state-owned enterprises. There is a higher standard for the management and talent reserve of expressway enterprises. However, throughout the expressway industry, there is generally a problem of high turnover rates of toll workers. This paper is mainly based on the KY Expressway Co., Ltd., through field investigation, individual interviews and group interviews, as well as the use of relevant performance assessment tools analysis, etc. This paper deeply analyzes the current situation of performance appraisal of toll collector in KY Expressway Co., Ltd. It is found that the performance appraisal of toll collector is heavy punishment and lack of corresponding reward mechanism. Unable to evaluate the contribution of toll collectors to the enterprise and to improve the enthusiasm of employees effectively. The above problems have a great negative impact on KY Expressway Co., Ltd., based on this, It is very important to improve and perfect the performance appraisal scheme of toll collector. Based on the research and theory of relevant performance appraisal at home and abroad, this paper starts with the characteristics of the payer's position, and links the examination with the salary, bonus and welfare of the staff. With the overall evaluation of the ability to work, and improve the enthusiasm of employees linked to the design ideas. Using the performance appraisal theory of related tools to redesign the performance appraisal system of KY Expressway Co., Ltd. In order to ensure the smooth implementation of the performance appraisal scheme for toll collection employees and achieve the desired results, a new performance appraisal scheme for toll collectors is formed, which matches the strategic objectives of KY Expressway Company. The necessary measures and methods are taken to ensure that the scheme can be carried out smoothly in order to optimize and improve the performance evaluation of toll collectors. The performance appraisal system of toll staff established in this research has been implemented in KY Expressway Co., Ltd. It has been proved that the evaluation system can assess the working ability of the fee-paying staff and the level of contribution to the enterprise in a more scientific and comprehensive way, and fully stimulate and mobilize the enthusiasm and enthusiasm of the fee-paying staff. To provide strong and powerful guarantee for the development of KY Expressway Company, and push KY Expressway Company to a new level.
【學位授予單位】：廣東財經(jīng)大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92;F542.6

【參考文獻】

相關期刊論文 前4條

1 盧靜;;高速公路人力資源管理中的激勵機制分析[J];企業(yè)改革與管理;2015年23期

2 周建民;;完善我國高速公路收費制度的若干思考[J];現(xiàn)代營銷(學苑版);2013年09期

3 張向民;;高速公路通行費征收中的“逃費現(xiàn)象”治理[J];產(chǎn)業(yè)與科技論壇;2011年10期

4 溫海瀅;;基于BSC的現(xiàn)代企業(yè)管理[J];安順師范高等�？茖W校學報(綜合版);2006年02期

相關碩士學位論文 前8條

1 梁丹;河北保津高速收費員績效考核問題研究[D];華北電力大學;2015年

2 劉江紅;X高速公路有限公司收費員績效考核研究[D];西北大學;2014年

3 董亞麗;平衡計分卡在高速公路收費站績效管理中的應用研究[D];西南財經(jīng)大學;2011年

4 張芳;魯通高速公路集團員工績效考核體系研究[D];北京交通大學;2008年

5 王樹興;高速公路運營管理績效考核評價研究[D];天津大學;2006年

6 王艷玲;高速公路上市公司績效評價[D];大連海事大學;2006年

7 祝昭;高速公路績效管理研究[D];長安大學;2005年

8 付光友;平衡計分法在國有企業(yè)的應用研究[D];重慶大學;2002年

，

本文編號：1670604