本文關(guān)鍵詞：Y公司基層加氣站員工績(jī)效考核管理的優(yōu)化研究　出處：《寧夏大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

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【摘要】：伴隨全球經(jīng)濟(jì)一體化的深入推進(jìn),社會(huì)的飛速發(fā)展和進(jìn)步,各行各業(yè)競(jìng)爭(zhēng)日趨激烈,對(duì)于各領(lǐng)域人才的需求和能力要求也越來越高。競(jìng)爭(zhēng)的程度空前加劇,就必須不斷的激勵(lì)員工。作為企業(yè)的一名員工,也會(huì)因自己能力有限而存在危機(jī)感和本領(lǐng)恐慌。對(duì)于服務(wù)型崗位的基層加氣站而言,機(jī)遇和挑戰(zhàn)并存,必然會(huì)加速人員的流動(dòng)。如何確保員工隊(duì)伍穩(wěn)定,增強(qiáng)員工對(duì)企業(yè)的歸屬感,有效提高員工的主觀能動(dòng)性,提升團(tuán)隊(duì)整體績(jī)效,是企業(yè)的管理者需要共同面對(duì)的課題�？�(jī)效管理是企業(yè)管理的一部分,通過績(jī)效考核手段,對(duì)員工的實(shí)際工作進(jìn)行評(píng)估,達(dá)到績(jī)效管理的作用。每名員工都是企業(yè)的一份子,運(yùn)用評(píng)價(jià)和激勵(lì)的方式,發(fā)揮員工的作用,更好的在工作中施展才華,匯聚起來實(shí)現(xiàn)企業(yè)的績(jī)效,最終實(shí)現(xiàn)企業(yè)的經(jīng)營(yíng)管理目標(biāo)和戰(zhàn)略規(guī)劃。而績(jī)效考核的好壞通過績(jī)效評(píng)價(jià)來體現(xiàn),績(jī)效考核是否科學(xué)可行,是否存在改進(jìn)的空間,通過績(jī)效評(píng)價(jià)來反映問題,為管理者提供改進(jìn)的依據(jù)�？�(jī)效評(píng)價(jià)作為企業(yè)經(jīng)營(yíng)管理過程中改進(jìn)工作方式方法、推進(jìn)完成目標(biāo)的重要手段和關(guān)鍵環(huán)節(jié),同時(shí)也決定著涉及員工利益的晉升、獎(jiǎng)懲�？茖W(xué)合理的績(jī)效評(píng)價(jià),能有效激起員工努力工作的積極性,也可作為企業(yè)吸引和留住優(yōu)秀人才的保障。開展績(jī)效評(píng)價(jià),運(yùn)用符合崗位實(shí)際的關(guān)鍵績(jī)效評(píng)價(jià)指標(biāo),才能全面客觀的對(duì)員工進(jìn)行評(píng)價(jià),使得才盡其用。本論文通過調(diào)查分析Y公司基層加氣站員工績(jī)效考核管理現(xiàn)狀中需強(qiáng)化的地方,對(duì)現(xiàn)行模式進(jìn)一步完善,結(jié)合實(shí)際運(yùn)用所學(xué)知識(shí)對(duì)基層加氣站員工績(jī)效指標(biāo)進(jìn)行豐富,從而使基層加氣站員工績(jī)效考核工作規(guī)范化,標(biāo)準(zhǔn)化,為員工薪酬按勞分配提供依據(jù),也為Y公司的發(fā)展貢獻(xiàn)力量。
[Abstract]:With the deepening of the global economic integration advancement, rapid development and progress of society, the increasingly fierce competition in all walks of life, for each field requirement of talent demand and capacity is more and more high. The degree of competition intensified unprecedentedly, we must constantly motivate employees. As an employee of the enterprise, also because of their limited capacity and there is a sense of crisis and the ability to panic. For the base station filling service-oriented jobs, opportunities and challenges, is bound to accelerate the flow of personnel. How to ensure the stability of staff, enhance their sense of belonging to the enterprise, improve the staff's initiative to improve the overall team performance, is the enterprise managers need to face the issue. Performance management is a part of enterprise management, by means of performance appraisal, the actual work of staff assessment, to achieve the role of performance management. Each enterprise employees are a Who use evaluation and incentive mode, play the role of employees, better talent at work, together to achieve the performance of enterprises, realize the enterprise management goal and strategic planning. While the performance appraisal is reflected through the performance evaluation, performance appraisal is scientific and feasible, whether there is room for improvement, through the performance evaluation to reflect the problem, provide the basis for the improvement of management performance evaluation. As the business management process to improve the working methods, and an important means to promote the key to achieve a goal, but also determines the promotion, relates to the interests of employees and punishments. Scientific and reasonable performance evaluation, can effectively arouse the enthusiasm of the staff to work hard the enterprise can also be used to attract and retain talent protection. To carry out performance evaluation, the evaluation of key performance indicators in line with the actual positions, to customers The concept of evaluation, to make employees use. Through the investigation and analysis of Y company base station performance appraisal situation in the management of the need to strengthen the place, to further improve the current model, combined with the actual use of the knowledge base of gas station staff performance indicators were rich, so that the base station staff performance appraisal work norms of standardization, provide the basis for employee salary distribution according to work, but also for the development of Y company to contribute.

【學(xué)位授予單位】：寧夏大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F426.22

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相關(guān)期刊論文 前2條

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本文編號(hào)：1391529