HSLQ集团为施工企业,是以工程项目为经营对象的企业,主要特点为没有固定的生
产场所,且大多工程项目地域偏僻,施工作业连续、强度高,基础设施落后,施工周期
长,自然环境恶劣等,本文从该企业实际出发,在对绩效考核进行理论研究的基础上,
通过运用文献研究、问卷调查、统计分析、定性定量等方法,结合企业的实际情况,分
析企业目前员工绩效考核体系现状、问题及问题产生的成因,并针对这些问题再设计了
员工绩效考核体系,提出员工绩效考核体系再设计的思路和原则,根据企业的实际情况
提出一套可操作性强的员工绩效考核机制,对现有绩效考核指标进行了再优化、指标评
分细则及对绩效考核结果的确定。同时为确保再设计体系的顺利实施,本文还制定了企
业内部保障措施,提出企业领导应从思想、行动上重视员工绩效考核体系建设、应针对
绩效考核工作建立完善的制度保障体系、应优化绩效考核的科学实用性及建立强有力的
组织保障体系,试图显著提高企业的员工绩效考核水平,使企业在激烈的市场竞争环境
中获得更高的利润回报和竞争优势
本文的主要研究成果有以下几个方面:
(1)在总结现有研究理财的基础上,根据企业实际情况分析了绩效考核的主要内
容及主要方法
(2)针对HSLQ集团现有绩效考核体系进行分析,指出其问题所在,并分析产生
这些问题的根源,并针对这些问题对HSLQ集团的员工绩效考核管理体系进行了再设
计
(3)本文依据HSLQ集团面临的实际情况,从思想认识、制度保障、方案科学、
组织保障四个方面为HSLQ集团员工绩效考核管理再设计体系的实施提出了保障措施
关键词:企业管理、绩效、绩效考核
I
西北大学硕士学位h文
/
Abstract
With the construction of all-round opening, increasingly intense market competition, the
construction enterprises to develop,to deal with on a higher platform and a higher level of
challenge, only constantly improve their competitiveness in the fierce competition in search
of a favorable position,human resources is the key to enhance the core competitiveness of
enterprises, as an important part of human resource management, performance management
can fully mobilize the enthusiasm and creative staff involved in the production and
management of enterprise. Therefore,a set of perfect and operable enterprise employee
performance appraisal system has important theoretical and practical significance for the
fotureoftheenterprise’sstrategicdesignandbetterservice.
HSLQ group for the construction enterprises,in project management of enterprises,the main
features of no fixed place of production, and most of the project geographical remoteness,
operation of continuous, high strength, poor infrastructure, long construction period, harsh
natural environment, this article jfrom the reality of the enterprise, based on the theory
research on performance appraisal, through the use of literature research, questionnaire
survey, statistical analysis, qualitative and quantitative methods, combined with the actual
situation of enterprises, analyzed the present situation of enterprise employee performance
appraisal system, problems and causes of the questions asked, and solve these problems and
the design of employee performance appraisal system, put forward the ideas and principles of
design the employee performance appraisal system,according to the actual situation of the
enterprise and put fom沘d a set of operable performance evaluation mechanism, the existing
performance test The re evaluation of the nuclear index,the index score rales and the
determination of the performance evaluation results. At the same time in order to ensure the
smooth implementation of the system design, this paper made the enterprise internal security
measures, put forward the enterprise leaders should pay attention to the construction of
thought and action,the staff performance appraisal system for performance assessment
system, establishing perfect system guarantee should optimize the scientific practicability of
performance and performance test of nuclear build strong organizational security system to
significantly to raise the level of employee performance evaluation of enterprises, make
enterprises obtain higher returns and the competitive advantage in the fierce competition in
the market environment.
n
Abstract
The main results of this paper are as follows:
^
(1) on the basis of summarizing the existing research financial management, according to the
actual situation of the enterprise, it analyzes the main content and the main method of the
performance appraisal.
(2) according to the analysis of the existing performance appraisal system of HSLQ group,
pointed out the problems, and analyze the causes of these problems, aiming at these problems
of HSLQ group&39;s employee performance appraisal management system redesign.
(3) the actual situation on the basis of HSLQ group, from the ideological understanding,
system security, scientific program, organization four aspects put forward the safeguard
measures for HSLQ group employee performance appraisal management system design and
implementation.
Keywords: Enterprise management; performance; performance appraisal.
Ill
西北大学硕士学位论文
■
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目录
m m
i
ABSTRACT II
m-m 1
u选题的背景与意义
i
1.1.1选题背景 1
1.1.2选题意义 1
1.2研究思路与方法 3
1.2.1研究思路 3
1.2.2研究方法 3
1.3研究的主要内容与论文的框架1.3.1研究的主要内容 3
1.3.2论文的框架 4
1.4本文的主要贡献之处第二章绩效考核研究的理论基础
:2.1绩效及绩效考核的概念2.1.1绩效的含义 7
2.1.2绩效考核的定义 7
2.2绩效考核的内容 8
2.3绩效考核的方法 8
2.3.1平衡计分卡 8
2.3.2 g标管理 9
2.3.3关键业绩指标 10
2.3.4 360度绩效考核法第三章HSLQ集团员工绩效考核现状及问题3.1HSLQ集团概况 11
3.1.1集团的基本情况3.1.2集团组织架构 12
3.1.3集团的人员概况3.1.4集团近三年生产经营情况3.1.5集团近三年主要工程项目业绩及省级以上主要获项3.2 HSLQ集团员工绩效考核体系现状3.2.1 HSLQ集团员工绩效考核结果的运用IV ^
目录 1
3.2.2 HSLQ集团员工考核兑现3.2.3HSLQ集团考核程序3.3 HSLQ集团员工绩效考核存在的问题3.3.1考核目的定位过于狭窄3.3.2考核方式过于简单3.3.3考核体系不完善3.3.4考核缺乏沟通和反馈
21
3.4 HSLQ集团员工绩效考核问题产生的原因
22
3.4.1对绩效考核缺乏科学认识
22
3.4.2考核指标缺乏科学设计
22
3.4.3缺乏科学的考核程序
22
第四章HSLQ集团员工绩效考核体系的再设计
24
4.1员工绩效考核体系再设计的思路和原则
24
4.1.1员工绩效考核体系再设计的思路
24
4.1.2员工绩效考核体系再设计的原则
26
4.1.3细分绩效考核的对象
26
4.1.4确定绩效考核主体
27
4.2 HSLQ集团员工绩效考核指标体系再设计
27
4.2.1绩效考核周期 27
4.2_2绩效考核内容
28
4.2.3绩效考核指标体系
28
4.2.4绩效考核指标评分细则的设计
32
4.2.5员工绩效考核结果的确定
34
4.2.6员工绩效考核结果的运用
35
4.3公司考核程序的设计
36
第五章HSLQ集团员工绩效考核体系的保障措施
39
5.1加强高层领导的观念重视
39
5.2建立完善的制度保障
39
5.3优化绩效考核的科学性、实用性
40
5.4绩效考核体系的组织保障
41
第六章结论与展望 42
6.1主要结论 42
6_2局限性 42
参献 44
M 46
V
第一章绪论
,二
.
第一章绪论
1.1选题的背景与意义
1.1.1选题背景
随着经济全球化、技术数字化、信息时代化的加深,世界范围内任何一个企业都避
免不了来自内外两个方面的竞争,企业发展越快越好,所面临的竞争压力就越大越多,
其中人力资源管理是企业所面临诸多竞争中的一个方面,也是企业面临竞争、处理竞争
的出发点和落脚点。上个世纪八十年代之后,人力资源管理逐渐得到理论界和实务界的
重视,研究者们通过各种途径去实践人力资源管理的重要性。在人力资源管理中,绩效
考核可谓是重中之重,得到企业管理者的重视。截止目前,在理论和实践上已经总结出
—套相对比较完备的绩效管理模式,随着人类的进步、经济的发展、竞争的加剧
==>>