III
DESIGN AND RESEARCH ON PERFORMANCE
EVALUATION OF HG MIDDLE LEVEL MANAGEMENT
ABSTRACT
Human resource，as the first resource,plays more important status in
modern enterprise management.Performance evaluation as a foundation
and core of human resource management,implementation of performance
appraisal and focusing on improvement of performance appraisal are
the important guarantee for the enterprise continuous enhance
competitiveness and development in an increasingly competitive market
today.Performance evaluation remains as a hotspot of modern
management scientific study,especially for state-owned enterprises.At
the same time,the performance evaluation of middle level management is
one crucial indicator for management of state-owned enterprises.As a
result,it is particularly important to effectively guide the performances of
middle level management in state-owned enterprises,improve
enterprises’product and operation ability,successfully realize strategic
goal and establish and implement the scientific and reasonable
performance evaluation system.This essay has analyzed reason of
deficiencies of middle level management that existed in HG current
performance evaluation system with aims to provide feasible analysis for
them from actual and propose improving measure through case analysisVI
literature retrieval method,the experience summary method,inductive
analysis,qualitative and quantitative analysis.It has focused on the
application of KPI theory,combined with the distributions of middle
level management and post elaboration of HG,and separately established
performance evaluation index system for middle lever management of HG.
Key performance evaluation indicator which connecting with vice ones
by formula has been put on principal middle level management.
Furthermore,performance evaluation score will be accounted into the
salaries and took as the basis of elimination according to the
360°evaluation method.Based on the implementation of performance
evaluation system with constant supervisions and improvements,a set of
trial measures which are applied to the current situation of HG Company
have been set.Influencing factors which are possible appear after the
performance evaluation schemes in middle managers,how to get rid of
resistance factors and support performance evaluation system can
successfully implement have been further analyzed.Finally,performance
appraisal results are timely feed back and be used in salary,benefits,job
adjustment,training and development,career planning,job descriptions,
and so on.The application of evaluation result provides an effective basis
for the future implement of human resource management.
Key WordS：middle level management,KPI,performance evaluation,
design目录
摘要.............................................................I
ABSTRACT.........................................................III
目录.............................................................V
第一章绪论........................................................1
1.1研究背景....................................................1
1.2研究的目的和意义............................................1
1.3绩效考核的相关理论..........................................2
1.4国内外中层绩效考核研究现状述评..............................5
1.5研究的思路和方法............................................9
第二章HG公司中层管理人员绩效考核现状分析........................11
2.1 HG公司简介................................................11
2.2 HG公司中层管理人员现状....................................14
2.3 HG公司现行中层管理人员绩效考核介绍........................17
2.4 HG公司中层管理人员绩效考核现状问题分析....................19
第三章HG公司中层管理人员绩效考核设计............................21
3.1选择KPI绩效考核法原因分析.................................21
3.2绩效考核设计原则...........................................22
3.3绩效考核KPI指标...........................................23
3.3.1各单位一把手KPI指标设计分析.........................23
3.3.2轧管生产分厂厂长KPI指标.............................26
3.3.3冶炼分厂厂长KPI指标.................................27
3.3.4辅助单位经理KPI指标.................................27
3.3.5研发部门经理KPI指标.................................28
3.3.6采购部门经理KPI指标.................................29
3.3.7销售公司经理KPI指标.................................29
3.3.8行政管理部门经理KPI指标.............................29
3.3.9党群管理部门经理KPI指标.............................33
3.3.10 KPI指标的合理和可行性分析...........................34
第四章KPI绩效考核体系的实施和推进................................35
4.1 KPI绩效考核体系实施设计...................................35
4.2 KPI绩效考核体系障碍分析及实施保障.........................35
4.3 KPI绩效考核体系模拟实施结果分析...........................37
第五章结束语.....................................................40
5.1主要工作与创新点...........................................40
5.2后续研究工作...............................................40
参考文献..........................................................42
致谢............................................................44