【摘要】：績效管理作為一個課題,一直是企業(yè)管理人員研究的主要對象,也是加強(qiáng)企業(yè)基礎(chǔ)管理的重要方式,被世界范圍內(nèi)眾多的企業(yè)所采納,也成為了充分利用資源、培育核心競爭力的重要手段,對企業(yè)實(shí)現(xiàn)可持續(xù)發(fā)展有著顯著的支持作用。同時,企業(yè)的績效管理也有其自身的特點(diǎn),甚至在企業(yè)發(fā)展的不同階段,績效管理也有不同的特點(diǎn)。 本文通過對績效管理相關(guān)理論的持續(xù)深入研究,進(jìn)一步了解了鐵路各站段績效管理的現(xiàn)狀,查找鐵路所轄各站段在績效管理中存在的缺陷和不足,并運(yùn)用人力資源管理、管理學(xué)、心理學(xué)、績效管理等學(xué)科的知識,對鐵路各站段績效管理體系作了進(jìn)一步的完善,建立了完善的鐵路一般管理人員和專業(yè)技術(shù)人員績效管理體系,彌補(bǔ)了鐵路績效管理上的缺點(diǎn),并創(chuàng)新地把人性化管理溝通應(yīng)用到績效管理中,起到了激勵員工行為,提高員工主動性的重要目的,為鐵路各站段實(shí)施有效的績效管理、建立一套適合本站段的績效管理體系,提供了一定的借鑒依據(jù)。 本文的創(chuàng)新點(diǎn)在于突破了傳統(tǒng)的績效考核等同于績效管理的認(rèn)識誤區(qū),更注重人性化管理,把心理學(xué)應(yīng)用于績效管理全過程,更注重調(diào)動鐵路員工的積極性,使員工主動針對實(shí)際工作,提出問題、解決問題,提高工作效率,促進(jìn)鐵路各站段的快速發(fā)展。
[Abstract]:As a subject, performance management has been the main research object of enterprise managers, and also an important way to strengthen the basic management of enterprises. It has been adopted by many enterprises all over the world, and has also become the full use of resources. The important means of cultivating the core competence has significant support for the sustainable development of enterprises. At the same time, enterprise performance management has its own characteristics, even in different stages of enterprise development, performance management has its own characteristics. In this paper, through the continuous in-depth study of the relevant theories of performance management, we further understand the current situation of the performance management of railway stations and sections, find out the shortcomings and shortcomings in the performance management of the stations and sections under the railway, and use human resources management. The knowledge of management, psychology, performance management and other disciplines has further improved the performance management system of railway stations and sections, and established a perfect performance management system for railway general management personnel and professional technical personnel. It makes up for the shortcomings of railway performance management, and innovatively applies humanized management communication to performance management, which plays an important role in encouraging employees' behavior and enhancing employees' initiative, so as to implement effective performance management for railway stations and sections. A set of performance management system suitable for this section is established, which provides some reference basis. The innovation of this paper lies in breaking through the misunderstanding that traditional performance appraisal is equivalent to performance management, paying more attention to humanized management, applying psychology to the whole process of performance management, and paying more attention to mobilizing the enthusiasm of railway employees. Make the staff active to the actual work, put forward problems, solve problems, improve work efficiency, promote the rapid development of railway stations and sections.
【學(xué)位授予單位】：西北大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：F532;F272.92

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