本文通过对绩效管理相关理论与方法的梳理,以其为理论指导,结合川口釆油厂绩
效管理现状,通过采用文献梳理法、对比分析法以及问卷调查法和深度访谈法等研究方
法,发现了川口采油厂在绩效管理中存在诸如:企业绩效管理与企业战略的契合度不高;
员工对于绩效管理的认识不够全面、客观;绩效指标有待进一步优化;绩效管理过程中
沟通与辅导不足;绩效考核结果的应用较少;绩效管理相关理念、知识和技能培训不足
等诸多问题,并分别就其成因进行了分析。本文结合釆油厂绩效管理实际,在采油厂设
立了薪酬绩效劳动关系协作委员会及其办公室,以处理与绩效、薪酬和劳动关系有关的
问题。构建了全面绩效管理体系,即从绩效目标管理子系统、绩效运转子系统和绩效结
果应用子系统等三个系统展开。最后,建了新的绩效管理体系效果评价体系,为后期的
实施效果评价提供依据。
在对新的绩效管理体系实施过程中,首先在明确新的绩效管理体系的实施原则的基
础上,通过培训教育与引导,使企业全员积极参与到绩效管理之中,明确各自的职责所
在;争取获得企业高层管理者在人、财、物和政策的支持;建立和完善企业内部的各项
管理制度;注重员工的物质与精神方面激励;加强优秀企业文化尤其是绩效文化的培育、
提炼和建设等措施,以确保川口采油厂绩效管理体系的顺利实施,最终对于提高企业绩
效管理水平,提高员工与企业绩效起到的促进作用。最后,对全文进行总结并提出需要
进一步研究的问题。
【关键词】绩效管理绩效管理体系绩效考核
【研究类型】应用研究
Titles Research on performance management system of oil
production plant of Kawaguchi
Specialty: EMBA
With the advent of the knowledge economy, economy, economic
globalization, the integration of advancing, people in enterprises have become
increasingly prominent, the human resource management especially the position
of the performance management in enterprises is becoming more and more
important. Chuankou oil production plant as a petroleum mining enterprises, in
the face of external competitors challenge at the same time, the low, the level of
enterprise management personnel quality is not high, the staff and enterprise
performance has become the bottleneck restricting the development of
enterprises, how to improve the enterprise performance management level,
improve the overall quality of employees and enterprise performance, then
become an urgent problem.
Based on the performance management theories and methods of analysis,
with its theory, combining the performance management status of oil production
plant of Kawaguchi, by adopting the research method of literature review,
comparative analysis and questionnaire survey and depth interviews, found
Kawaguchi oil production plant such as existing in the performance
management: enterprise performance management and enterprise strategic fit is
not high; the staff for the understanding of performance management is not
comprehensive, objective; to optimize performance indicators; lack of
communication and guidance in the process of performance management;
performance appraisal result application less; performance management related
Name: Wang Yong Zhen
T^itor: An Li Ren
Abstract
theory, knowledge and skills training of problems such as, and its causes are
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