陜西出版集團職能部門績效考核研究
發(fā)布時間：2018-10-18 13:19
【摘要】：隨著管理實踐的不斷深入,企業(yè)對于績效的關(guān)注,已經(jīng)從單純關(guān)注個人績效逐漸轉(zhuǎn)移到了關(guān)注團隊績效,并且團隊績效考核越來越受到重視。生產(chǎn)和業(yè)務團隊的考核,或以業(yè)務增長為指標,或以成本降低為指標,考核相對容易；但對于職能部門而言,由于工作難以量化,缺乏剛性指標,績效數(shù)據(jù)不易收集,且缺乏可比性,績效考核非常困難。但職能部門又為企業(yè)經(jīng)營目標的達成提供監(jiān)督、指導和支持,決定著企業(yè)的執(zhí)行力,與企業(yè)戰(zhàn)略目標的實現(xiàn)密切相關(guān)。職能部門考核已成為企業(yè)推行全面績效管理成敗的關(guān)鍵。 陜西出版集團自成立以來,為提升經(jīng)營業(yè)績和綜合競爭實力,出臺了一系列的措施,取得了一定的效果。但對于各職能部門的績效考核,卻沒有起到有效改善其工作績效的作用。建立一套科學有效的考核方法對陜西出版集團職能部門進行績效考核,是陜西出版集團急待解決的問題。 本論文在充分研究績效考核有關(guān)理論的基礎(chǔ)上,從職能部門價值體現(xiàn)的四個方面——直接服務于企業(yè)戰(zhàn)略、確保企業(yè)正常運營、與其他部門協(xié)作配合以及開拓性、創(chuàng)新性的特殊工作事件出發(fā),通過分析職能部門的工作特點、績效考核的難點、常用績效考核方法以及陜西出版集團現(xiàn)行職能部門績效考核中存在的問題,提出了陜西出版集團職能部門“四維度”績效考核方法,即重點工作維度、事務性工作維度、與其他部門配合維度以及特殊貢獻維度。 其中,重點工作維度、事務性工作維度和與其他部門配合維度的工作是必須完成的,該三個維度之間按一定的比例設(shè)置權(quán)重,維度內(nèi)選擇若干具體指標作為該維度工作績效的評價依據(jù)；特殊貢獻維度是“錦上添花”的工作,設(shè)置為“加分項”。為了解決各職能部門在各重點工作維度和事務性工作維中的工作任務及工作難度可能存在的不均衡問題,特設(shè)置了各維度的績效系數(shù)；特殊貢獻維度是鼓勵開拓性、創(chuàng)新性的工作,所以不設(shè)置上限。 本論文提出的“四維度”績效考核法是一種新的職能部門績效考核方法,不僅解決了職能部門工作繁雜、重點工作難以突出的問題,也解決了職能部門習慣于按部就班、不善創(chuàng)新的問題,還促進了部門間的協(xié)作與配合,能全面、完整地反映職能部門工作的價值和貢獻,對所有企業(yè)的職能部門績效考核都具有一定的借鑒意義,能否成功運用“四維度”考核法的關(guān)鍵是能否在“四維度”的框架內(nèi)科學分解戰(zhàn)略任務、選擇考核指標。
[Abstract]:With the deepening of management practice, the concern for performance of enterprises has gradually shifted from focusing on individual performance to paying attention to team performance, and team performance appraisal has been paid more and more attention. It is relatively easy to assess production and business teams, either with business growth as an indicator or with cost reduction as an indicator; however, for functional departments, performance data are not easy to collect because of the difficulty of quantifying work and the lack of rigid indicators. And lack of comparability, performance appraisal is very difficult. However, the functional departments provide supervision, guidance and support for the achievement of business objectives, which determines the executive power of the enterprises and is closely related to the realization of the strategic objectives of the enterprises. The evaluation of functional departments has become the key to the success or failure of comprehensive performance management. Since the establishment of Shaanxi Publishing Group, a series of measures have been put forward in order to improve the business performance and comprehensive competitive strength, and some results have been obtained. However, the performance appraisal of various functional departments has not played an effective role in improving their work performance. It is an urgent problem for Shaanxi Publishing Group to establish a set of scientific and effective evaluation methods to evaluate the performance of the functional departments of Shaanxi Publishing Group. On the basis of fully studying the relevant theories of performance appraisal, this paper focuses on the four aspects of the value of the functional departments-serving the enterprise strategy directly, ensuring the normal operation of the enterprise, cooperating with other departments, and pioneering. Starting from the innovative special work events, this paper analyzes the working characteristics of the functional departments, the difficulties of performance appraisal, the commonly used performance appraisal methods and the problems existing in the performance appraisal of the current functional departments of Shaanxi Publishing Group. This paper puts forward the "four dimensions" performance evaluation method of Shaanxi Publishing Group's functional departments, namely, the key work dimension, the transactional work dimension, the cooperation dimension with other departments and the special contribution dimension. Among them, the work of the key work dimension, the transactional work dimension and the cooperation dimension with other departments must be completed, and the weights are set up according to a certain proportion between the three dimensions. Some specific indicators are selected as the basis for evaluating the performance of the work in the dimension, and the special contribution dimension is the work of "adding the best", which is set to "add item". In order to solve the possible imbalance in the work tasks and the difficulty of each functional department in the key work dimension and the transactional work dimension, the performance coefficient of each dimension is specially set up, and the special contribution dimension is to encourage the pioneering nature. Innovative work, so no cap is set. The "four-dimension" performance appraisal method proposed in this paper is a new performance appraisal method for functional departments. It not only solves the problems of the complex work of functional departments and difficult to highlight the key work, but also solves the problem that functional departments are accustomed to step by step. The problem of poor innovation has also promoted the cooperation and cooperation among departments, which can reflect the value and contribution of the work of the functional departments in an all-round way, and has certain reference significance for the performance appraisal of all the functional departments of the enterprises. The key to the successful application of the "four dimensional" assessment method is whether the strategic task can be scientifically decomposed within the framework of the "four dimensions" and the evaluation index should be selected.
【學位授予單位】：西北大學
【學位級別】：碩士
【學位授予年份】：2011
【分類號】：G231-F
本文編號：2279246
[Abstract]:With the deepening of management practice, the concern for performance of enterprises has gradually shifted from focusing on individual performance to paying attention to team performance, and team performance appraisal has been paid more and more attention. It is relatively easy to assess production and business teams, either with business growth as an indicator or with cost reduction as an indicator; however, for functional departments, performance data are not easy to collect because of the difficulty of quantifying work and the lack of rigid indicators. And lack of comparability, performance appraisal is very difficult. However, the functional departments provide supervision, guidance and support for the achievement of business objectives, which determines the executive power of the enterprises and is closely related to the realization of the strategic objectives of the enterprises. The evaluation of functional departments has become the key to the success or failure of comprehensive performance management. Since the establishment of Shaanxi Publishing Group, a series of measures have been put forward in order to improve the business performance and comprehensive competitive strength, and some results have been obtained. However, the performance appraisal of various functional departments has not played an effective role in improving their work performance. It is an urgent problem for Shaanxi Publishing Group to establish a set of scientific and effective evaluation methods to evaluate the performance of the functional departments of Shaanxi Publishing Group. On the basis of fully studying the relevant theories of performance appraisal, this paper focuses on the four aspects of the value of the functional departments-serving the enterprise strategy directly, ensuring the normal operation of the enterprise, cooperating with other departments, and pioneering. Starting from the innovative special work events, this paper analyzes the working characteristics of the functional departments, the difficulties of performance appraisal, the commonly used performance appraisal methods and the problems existing in the performance appraisal of the current functional departments of Shaanxi Publishing Group. This paper puts forward the "four dimensions" performance evaluation method of Shaanxi Publishing Group's functional departments, namely, the key work dimension, the transactional work dimension, the cooperation dimension with other departments and the special contribution dimension. Among them, the work of the key work dimension, the transactional work dimension and the cooperation dimension with other departments must be completed, and the weights are set up according to a certain proportion between the three dimensions. Some specific indicators are selected as the basis for evaluating the performance of the work in the dimension, and the special contribution dimension is the work of "adding the best", which is set to "add item". In order to solve the possible imbalance in the work tasks and the difficulty of each functional department in the key work dimension and the transactional work dimension, the performance coefficient of each dimension is specially set up, and the special contribution dimension is to encourage the pioneering nature. Innovative work, so no cap is set. The "four-dimension" performance appraisal method proposed in this paper is a new performance appraisal method for functional departments. It not only solves the problems of the complex work of functional departments and difficult to highlight the key work, but also solves the problem that functional departments are accustomed to step by step. The problem of poor innovation has also promoted the cooperation and cooperation among departments, which can reflect the value and contribution of the work of the functional departments in an all-round way, and has certain reference significance for the performance appraisal of all the functional departments of the enterprises. The key to the successful application of the "four dimensional" assessment method is whether the strategic task can be scientifically decomposed within the framework of the "four dimensions" and the evaluation index should be selected.
【學位授予單位】：西北大學
【學位級別】：碩士
【學位授予年份】：2011
【分類號】：G231-F
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