本文選題：業(yè)務(wù)部門 + 績效考核�。� 參考：《華北電力大學(xué)》2014年碩士論文

【摘要】：2010年,新聞出版總署要求出版社一律由原本的事業(yè)單位轉(zhuǎn)制為國有企業(yè),只有少數(shù)幾家出版社由于出版內(nèi)容等原因需要保留原事業(yè)單位的性質(zhì)。由于國內(nèi)出版社市場化的時間還比較短,績效考核體系建立的時間還不長,許多出版社的績效考核還停留在經(jīng)濟考核的階段,迫切需要建立更為全面的績效考核體系。 華豐出版社作為一家歷史較為悠久的中央級社科類出版社,在經(jīng)歷轉(zhuǎn)企改制以后建立了一套績效考核系統(tǒng),但是由于主客觀原因?qū)е逻@套系統(tǒng)并不是很完善和科學(xué)。本論文通過研究分析華豐出版社業(yè)務(wù)部門績效考核體系的問題和原因,基于華豐出版社科技出版社和知識密集型企業(yè)的特點,利用平衡計分卡的四個維度從經(jīng)濟效益和社會效益、內(nèi)部和外部多層面全方位的角度為其設(shè)計了績效考核體系指標(biāo)庫,通過研究分析指標(biāo)的權(quán)重配比的合理性,針對部門和部門員工的層面分類為華豐出版社業(yè)務(wù)部門設(shè)計了合理的績效考核指標(biāo)組成和權(quán)重,并且根據(jù)出版社的實際設(shè)計了華豐出版社績效考核組織和結(jié)果運用的內(nèi)容,從而全方位的建立了一套完整的華豐出版社業(yè)務(wù)部門績效考核體系,為績效考核體系服務(wù)于華豐出版社的整個運營過程提供了一個完整的理論參考和模式。 由于出版社是典型的知識密集型企業(yè),且出版企業(yè)的業(yè)務(wù)內(nèi)容存在著非常繁瑣和細致的特征,出版企業(yè)的績效考核體系需要根據(jù)不同部門和崗位的特點進行針對性的細節(jié)化設(shè)計,才能全面的滿足出版社績效考核的實際需求。本論文的全面的分析和設(shè)計了一套華豐出版社業(yè)務(wù)部門的績效考核體系,基于出版企業(yè)績效考核現(xiàn)狀和需求的共通性,本論文的研究成果對于其他出版企業(yè)的績效考核也具有很強的借鑒意義,具有較好的指導(dǎo)和實踐價值。
[Abstract]:In 2010, the General Administration of Press and publication demanded that the publishing house should be transformed from the original institution to the state-owned enterprise. Only a few publishing houses need to retain the nature of the original institution because of publishing content and other reasons. Due to the short time of marketization and the short time of establishing the performance appraisal system, many publishing houses' performance appraisal is still in the stage of economic evaluation, so it is urgent to establish a more comprehensive performance appraisal system. Huafeng Publishing House, as a centre-level social science publishing house with a long history, has established a performance appraisal system after its transformation from enterprise to enterprise. However, due to subjective and objective reasons, the system is not very perfect and scientific. Based on the characteristics of Huafeng Press Science and Technology Publishing House and knowledge-intensive enterprises, this paper analyzes the problems and causes of the performance appraisal system of Huafeng Publishing House. By using the four dimensions of balanced scorecard, the index database of performance appraisal system is designed for the balanced scorecard from the angles of economic and social benefits, internal and external multi-level and omni-directional, and the rationality of the weight ratio of the index is studied and analyzed. According to the level classification of department and department staff, this paper designs reasonable performance appraisal index composition and weight for Huafeng Publishing House business department, and designs the content of performance appraisal organization and result application of Huafeng Publishing House according to the actual situation of the publishing house. Thus a set of complete performance appraisal system of Huafeng Publishing House business department is established, which provides a complete theoretical reference and model for the performance appraisal system to serve the whole operation process of Huafeng Publishing House. The publishing house is a typical knowledge-intensive enterprise, and the business content of the publishing enterprise is very complicated and meticulous. The performance appraisal system of publishing enterprises needs to be designed in detail according to the characteristics of different departments and posts in order to fully meet the actual needs of performance appraisal of publishing houses. This paper comprehensively analyzes and designs a set of performance appraisal system of business department of Huafeng Publishing House, which is based on the commonality of the current situation and demand of the performance appraisal of publishing enterprises. The research results of this paper also have a strong reference significance for other publishing enterprises performance evaluation, and have good guidance and practical value.
【學(xué)位授予單位】：華北電力大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：G231

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本文編號：1815707