X巴士集團(tuán)一線員工績(jī)效考評(píng)改進(jìn)研究
發(fā)布時(shí)間：2018-09-05 20:53
【摘要】：雖然現(xiàn)在的城市公共交通企業(yè)絕大部分處于實(shí)際壟斷地位,市場(chǎng)化程度很低,但是這決不能成為企業(yè)低效率的借口,因?yàn)殡S著社會(huì)的發(fā)展,對(duì)比國(guó)外其他城市的經(jīng)驗(yàn),城市公共交通并不是市場(chǎng)化的禁地,如果不能居安思危不斷挖掘自身潛力,提高自身素質(zhì),那么一旦競(jìng)爭(zhēng)加劇,很可能被社會(huì)所淘汰。因此,必須要依靠一套科學(xué)、有效的績(jī)效管理體系來(lái)激活城市公共交通企業(yè)的活力,實(shí)現(xiàn)企業(yè)戰(zhàn)略目標(biāo),提升企業(yè)的核心競(jìng)爭(zhēng)力。 本文的研究目的在于通過(guò)對(duì)x巴士集團(tuán)一線員工績(jī)效考評(píng)現(xiàn)狀的深入調(diào)查研究,并結(jié)合企業(yè)人力資源管理的相關(guān)理論基礎(chǔ),針對(duì)集團(tuán)一線員工現(xiàn)行的績(jī)效考評(píng)存在的問(wèn)題,設(shè)計(jì)出了一套具有針對(duì)性、行業(yè)特色、以及可操作性的公司一線員工關(guān)鍵績(jī)效指標(biāo)考核體系。該體系以公司戰(zhàn)略為導(dǎo)向,并在明晰企業(yè)戰(zhàn)略目標(biāo)的前提下,運(yùn)用KPI技術(shù)通過(guò)層層分解,使生產(chǎn)經(jīng)營(yíng)部門(mén)、一線員工個(gè)人的目標(biāo)方向與企業(yè)戰(zhàn)略目標(biāo)相一致,并成為公司戰(zhàn)略目標(biāo)的支撐。同時(shí),通過(guò)績(jī)效管理循環(huán)在保證員工個(gè)人KPI實(shí)現(xiàn)的基礎(chǔ)上為企業(yè)戰(zhàn)略執(zhí)行提供了有力保障。通過(guò)績(jī)效考核對(duì)于員工業(yè)績(jī)的評(píng)價(jià)和區(qū)分,為企業(yè)一線員工的薪酬分配、晉升、培訓(xùn)等提供了一個(gè)客觀的標(biāo)準(zhǔn),形成了一個(gè)較為公平的工作環(huán)境,使企業(yè)的凝聚力得到增強(qiáng),為員工創(chuàng)造了持續(xù)發(fā)展的空間,增強(qiáng)企業(yè)的凝聚力確保了企業(yè)一線員工隊(duì)伍的長(zhǎng)期穩(wěn)定。 同時(shí),由于我國(guó)大多數(shù)城市的公共運(yùn)營(yíng)企業(yè)的績(jī)效管理都處在一個(gè)起步階段,因此,本文通過(guò)理論與實(shí)踐的結(jié)合,希望能給公司以及同行業(yè)的公交企業(yè)提供一份參考,也為提升城市公交行業(yè)企業(yè)競(jìng)爭(zhēng)力貢獻(xiàn)一份力量。
[Abstract]:Although the majority of urban public transport enterprises are currently in a real monopoly position and the degree of marketization is very low, this must not be used as an excuse for enterprises to be inefficient, because with the development of society, compared with the experience of other foreign cities, Urban public transport is not a market-oriented forbidden place. If we can't improve our vigilance and constantly tap our potential and improve our own quality, then once the competition intensifies, it is likely to be eliminated by the society. Therefore, we must rely on a set of scientific and effective performance management system to activate the vitality of urban public transport enterprises, achieve the strategic objectives of enterprises, and enhance the core competitiveness of enterprises. The purpose of this paper is to investigate the current situation of performance appraisal of first-line staff in X bus Group, and combine with the relevant theoretical basis of human resource management, aiming at the problems existing in the current performance appraisal of first-line staff of the Group. Designed a set of targeted, industry characteristics and maneuverability of the company line staff key performance evaluation system. The system is guided by the company strategy, and under the premise of clarifying the strategic goal of the enterprise, the KPI technology is used to decompose layer by layer to make the target direction of the production and management department and the front-line staff consistent with the strategic goal of the enterprise. And become the support of the company's strategic objectives. At the same time, the performance management cycle provides a strong guarantee for the implementation of enterprise strategy on the basis of ensuring the realization of individual KPI. By evaluating and differentiating the performance of the employees, it provides an objective standard for the salary distribution, promotion and training of the front-line employees of the enterprise, and forms a relatively fair working environment, which enhances the cohesion of the enterprise. For the staff to create a sustainable development space, enhance the cohesion of enterprises to ensure the long-term stability of the first-line staff. At the same time, because the performance management of most public operation enterprises in our country is in a starting stage, this paper, through the combination of theory and practice, hopes to provide a reference for the company and the public transport enterprises of the same industry. Also for the promotion of urban public transport industry enterprises to contribute to the competitiveness of a force.
【學(xué)位授予單位】：大連海事大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F572.6
本文編號(hào)：2225433
[Abstract]:Although the majority of urban public transport enterprises are currently in a real monopoly position and the degree of marketization is very low, this must not be used as an excuse for enterprises to be inefficient, because with the development of society, compared with the experience of other foreign cities, Urban public transport is not a market-oriented forbidden place. If we can't improve our vigilance and constantly tap our potential and improve our own quality, then once the competition intensifies, it is likely to be eliminated by the society. Therefore, we must rely on a set of scientific and effective performance management system to activate the vitality of urban public transport enterprises, achieve the strategic objectives of enterprises, and enhance the core competitiveness of enterprises. The purpose of this paper is to investigate the current situation of performance appraisal of first-line staff in X bus Group, and combine with the relevant theoretical basis of human resource management, aiming at the problems existing in the current performance appraisal of first-line staff of the Group. Designed a set of targeted, industry characteristics and maneuverability of the company line staff key performance evaluation system. The system is guided by the company strategy, and under the premise of clarifying the strategic goal of the enterprise, the KPI technology is used to decompose layer by layer to make the target direction of the production and management department and the front-line staff consistent with the strategic goal of the enterprise. And become the support of the company's strategic objectives. At the same time, the performance management cycle provides a strong guarantee for the implementation of enterprise strategy on the basis of ensuring the realization of individual KPI. By evaluating and differentiating the performance of the employees, it provides an objective standard for the salary distribution, promotion and training of the front-line employees of the enterprise, and forms a relatively fair working environment, which enhances the cohesion of the enterprise. For the staff to create a sustainable development space, enhance the cohesion of enterprises to ensure the long-term stability of the first-line staff. At the same time, because the performance management of most public operation enterprises in our country is in a starting stage, this paper, through the combination of theory and practice, hopes to provide a reference for the company and the public transport enterprises of the same industry. Also for the promotion of urban public transport industry enterprises to contribute to the competitiveness of a force.
【學(xué)位授予單位】：大連海事大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F572.6
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