本文選題：G建筑公司　切入點：績效管理　出處：《南昌大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

【摘要】：從時代發(fā)展的角度出發(fā),當(dāng)代社會是推崇人才競爭力的時代,人力資源和知識資本在企業(yè)競爭力的占比從現(xiàn)代化企業(yè)的發(fā)展來看,人才是發(fā)展要素的核心之一,績效考核方案的改革是改良企業(yè)內(nèi)部人才環(huán)境、提升企業(yè)人才總體質(zhì)量的重要手段。從企業(yè)的可持續(xù)發(fā)展戰(zhàn)略角度來看,將企業(yè)戰(zhàn)略目標(biāo)融入到績效考核方案之中也有利于戰(zhàn)略目標(biāo)的實踐與落實。從我國企業(yè)的傳統(tǒng)績效考核模式來看,大多過分重視了財務(wù)考核,而忽略了人才技術(shù)能力、創(chuàng)新服務(wù)能力、學(xué)習(xí)發(fā)展能力等方面的考核,以至于企業(yè)缺乏了足夠的內(nèi)在驅(qū)動力,無法實現(xiàn)通過績效考核來推動企業(yè)發(fā)展的目標(biāo)。本文以G建筑公司為基礎(chǔ)分析了當(dāng)前該企業(yè)員工績效管理體系的問題,在資料收集過程中發(fā)現(xiàn)了企業(yè)現(xiàn)階段所采用的基于目標(biāo)管理的績效考核體系在應(yīng)用中的諸多問題,基于MBO的績效考核體系受企業(yè)內(nèi)部職權(quán)分布的影響出現(xiàn)了不適用性,例如過度重視部門績效而連帶導(dǎo)致個人績效不足、企業(yè)總體目標(biāo)實現(xiàn)度不足等問題。本研究在G建筑公司績效考核優(yōu)化中考慮了使用BSC方案制定KPI指標(biāo)體系替代傳統(tǒng)考核體系的方案,由此提出了采用KPI考核模式的績效考核方案。由于目前該公司績效考核管理體系改革尚未開始,因此,筆者希望對該公司原有考核體系中所存在的問題進行分析,探討KPI考核體系應(yīng)用方案的實施。本研究采用了問卷調(diào)查的方式對G建筑公司原有員工績效考核體系應(yīng)用效果與問題進行了調(diào)查分析,總結(jié)出原有績效管理體系實施中存在的部門分工職能考核效力較低、考核方案中部分指標(biāo)權(quán)重不合理、管理落實與改革方面存在獎勵制度不平衡、考核方案的基層員工反饋途徑欠缺、員工技能培訓(xùn)安排較少等問題�；谏鲜鰡栴},本研究提出了系統(tǒng)的KPI指標(biāo)考核優(yōu)化方案以及方案實施的措施。本研究對相關(guān)績效管理理論的發(fā)展提供來自建筑行業(yè)的實證支撐,同時,希望為其他同類施工企業(yè)建立績效考核方案提供參考和借鑒,增強我國建筑企業(yè)的核心競爭力,促進企業(yè)持續(xù)發(fā)展提供實踐性指導(dǎo),具有明顯的理論和實踐意義。
[Abstract]:From the point of view of the development of the times, the contemporary society is an era in which talent competitiveness is highly respected. From the point of view of the development of modern enterprises, talent is one of the core elements of development. The reform of performance appraisal scheme is an important means to improve the internal talent environment and improve the overall quality of enterprise talents. It is also beneficial to the practice and implementation of the strategic objectives to integrate the strategic objectives into the performance appraisal scheme. From the traditional performance appraisal mode of Chinese enterprises, most of them pay too much attention to the financial assessment, but neglect the talent and technical ability. Innovation service ability, learning development ability and other aspects of the assessment, so that the enterprise lacks enough internal driving force, It is impossible to achieve the goal of promoting the development of the enterprise through performance appraisal. This paper analyzes the problems of employee performance management system in this enterprise based on G Construction Company. In the process of data collection, many problems are found in the application of the performance appraisal system based on objective management, and the performance appraisal system based on MBO is inapplicable because of the influence of the power distribution within the enterprise. For example, too much emphasis on sectoral performance leads to a lack of personal performance, In the performance appraisal optimization of G construction company, the BSC scheme is used to make the KPI index system instead of the traditional evaluation system. Therefore, this paper puts forward a performance appraisal scheme based on KPI. Since the reform of the performance appraisal management system has not yet begun, the author hopes to analyze the problems existing in the original appraisal system of the company. This paper investigates and analyzes the application effect and problems of the original performance appraisal system of employees in G Construction Company by means of questionnaire investigation. Summing up the existing performance management system in the implementation of the department division of labor function evaluation effectiveness is low, the evaluation program in part of the index weights are unreasonable, management implementation and reform of the existing reward system imbalance, Based on the above problems, such problems as the lack of feedback channels for grass-roots employees, the less training arrangements for staff skills and so on. This study proposes a systematic KPI index evaluation optimization scheme and measures to implement the scheme. This study provides empirical support from the construction industry for the development of relevant performance management theory, at the same time, It is hoped to provide reference and reference for other similar construction enterprises to establish performance appraisal scheme, strengthen the core competitiveness of Chinese construction enterprises, and provide practical guidance to promote the sustainable development of enterprises, which has obvious theoretical and practical significance.
【學(xué)位授予單位】：南昌大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F272.92;F426.92

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本文編號：1581194