發(fā)布時間：2017-12-27 03:01

  本文關(guān)鍵詞：HL化工設(shè)計院項目專業(yè)技術(shù)人才績效考核研究　出處：《華東理工大學》2017年碩士論文　論文類型：學位論文

  更多相關(guān)文章： 項目管理 項目人力資源管理 績效考核

【摘要】：隨著勘察設(shè)計行業(yè)競爭的加劇,HL化工設(shè)計院為了生存與發(fā)展,項目專業(yè)技術(shù)人才的管理也由粗放式管理轉(zhuǎn)變?yōu)榫毣芾?非系統(tǒng)化管理轉(zhuǎn)變?yōu)橄到y(tǒng)化管理。然而,HL化工設(shè)計院仍存在工作效率低,核心骨干人員流失等問題,原因主要是項目專業(yè)技術(shù)人才績效考核體系不健全。為了更好的保持企業(yè)發(fā)展的動力,共同達成企業(yè)發(fā)展的目標,為項目專業(yè)技術(shù)人才建立起體系完整,指標健全,權(quán)重適宜,周期合理,應用廣泛,流程規(guī)范的績效考核體系成為HL化工設(shè)計院的重要工作。本文以HL化工設(shè)計院項目專業(yè)技術(shù)人才績效考核為研究對象,對HL化工設(shè)計院項目專業(yè)技術(shù)人才現(xiàn)有績效考核現(xiàn)狀中存在的問題,運用人力資源績效考核理論,提出HL化工設(shè)計院項目專業(yè)技術(shù)人才績效考核的原則,確定將員工工作態(tài)度、工作能力、工作業(yè)績和客戶評價作為年度績效考核指標;其次運用目標管理法、人力資源管理理論,設(shè)置月度績效考核,將月度績效考核和年度績效考核相結(jié)合;最后本文對績效考核的結(jié)果應用和存在的不足作了探討。本文將績效考核和項目管理理論與HL化工設(shè)計院現(xiàn)狀相結(jié)合,按照理論服務實踐的原則,通過本文的研究,對HL化工設(shè)計院或中小型設(shè)計院的項目專業(yè)技術(shù)人才的管理起到有一定的借鑒作用。
[Abstract]:With the intensification of competition in survey and design industry, HL Chemical Design Institute has changed from extensive management to meticulous management in order to survive and develop, and non systematic management has been transformed into systematic management. However, HL chemical design institute still has some problems, such as low efficiency and loss of core personnel. The main reason is that the performance appraisal system of project professionals is not perfect. In order to maintain the power of enterprise development, to achieve the goal of enterprise development, professional and technical personnel for the project to establish a complete system, improve the index weight, suitable for wide application, reasonable cycle, regulate the flow of the performance appraisal system become the important work of HL chemical design institute. This paper takes the project of HL Design Institute of chemical industry of professional and technical personnel performance appraisal as the research object, the existence of HL Project Design Institute of chemical industry of professional and technical personnel performance appraisal situation existing problems in the use of human resources performance assessment theory, put forward the project of HL Design Institute of chemical industry of professional and technical personnel performance appraisal principle, determine the employee's work attitude, work ability, the working performance and customer evaluation as the annual performance appraisal index; secondly the target management method, human resource management theory, set up the monthly performance appraisal, the monthly performance evaluation and annual performance evaluation combined with the results of the final; lack of performance appraisal and its application are discussed. This paper combines performance appraisal and project management theory with the current situation of HL Chemical Design Institute. According to the theory of service practice, through the research of this paper, it can play a certain role in the management of project professional and technical personnel in HL chemical design institute or small and medium-sized design institute.
【學位授予單位】：華東理工大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：TQ02-2;F272.92

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