人力资源是企业的第一资源,也是企业获取竞争优势最有力的工具。随着知 识经济的到来和企业转型发展,市场竞争日趋激烈,企业的竞争优势与“人”的 因素联系更加密切。现代企业对人力资源管理的重视程度达到了前所未有的水 平,人力资源管理的职能远远超出了传统意义上的服务与支持职能。企业的竞争 归根到底是人才的竞争,是人力资源综合素质的较量,也是人力资源配置优劣的 较量。当然,资金、技术和设备是企业生存和发展必不可少的条件,但这些都是 需要人去掌握和使用的,资金、技术和设备的合理配置离开了人的合理配置,都 会变成空话。因此,人才是企业最重要的资源和最有力的竞争资本。如何把人才 当做特殊资源来发掘,使企业在激烈的竞争中生存发展,始终充满生机和活力, 是所有企业的当务之急。 随着国家经济的转型,要求企业从高耗能、粗放型向高效环保、精细化、高 附加值、高竞争型转型,对企业的管理要求将会更高、更严格。同时随着国家经 济的快速发展,周边地区兴建的大中型化工企业增多,这些新建企业大多数采用 高薪等优厚待遇吸引成熟人才,甘肃刘化集团公司做为老工业企业,人才流失较 为严重。另外,甘肃刘化集团公司产品相对单一,生产原料主要是天然气,随着 国家对天然气价格和供应量的“双轨”,也使部分职工对企业的未来发展和前途 充满忧虑。目前甘肃刘化集团公司正处于一个发展的关键时期,面对严酷的市场 竞争,企业还没有完全摆脱生存压力。公司内部高级技术人才相对不足,专业结 构不均衡,引进高端人才较为困难。 甘肃刘化集团在多年的发展过程中,虽然在员工绩效考核方面总结了一定的 经验,但距离提升员工整体素质,改进员工绩效考核,提升企业的核心竞争力, 进一步增强企业的生存和发展能力,提高综合竞争实力方面还有一定差距。本文 主要针对刘化集团公司在员工绩效考核方面存在的问题,通过深层次、多角度的 分析研究,运用现代绩效管理体系的平衡卡计分法和360°绩效反馈法的理论研 究方法,提出员工绩效考核的思路、方法和具体内容,为公司设计出一套科学合 理的,符合公司当前实际的绩效考核方案,通过改进后的绩效考核方案的宣传、 推广、实施,达到充分调动员工的工作积极性,彰显员工个人价值,实现企业与 员工共同成长,逐步形成一个人才公平、公正、宽容、和谐的发展和成长机制, 为企业可持续发展奠定良好的人力资源基础。 关键词:人力资源,绩效考核,改进 I EMBA学位论文作者:张正堂 刘化集团员工绩效考核方案改进研究 ABSTRACT Human resource as a first resource is also the most powerful tool to obtain competitive advantages for enterprises. With the development of knowledge economy and transformation of enterprises, and the market competition increases dramatically, thus the competitive advantages of enterprises is more closely associated with people. Modern enterprises pay much attention on human resources management, the functions of human resource management are far beyond of service and support traditionally. The competition of enterprises is competition of talents actually, being equal to human resources quality,also evaluating the human resources allocation. Of course, capital, technology and equipment are the necessary factors for development of enterprises. However, these resources need to be manipulated by people, so even if the allocation of capital, technology and equipment is reasonable, but it is still useless if there is no rational allocation of people in a enterprise. Therefore, talents are the most important resource and powerful competitive capital. It is preferentially essential to explore talent as a special resource, maintaining enterprises to develop with full of passion and vitality in the long term. With the transformation of economy in domestic,it require enterprises to transform from high energy consuming and extensive to efficient environment-protecting, intensive, high value-added, and competitive pattern, the management of enterprises should be more strict and efficient. With the rapid development of economy, amounts of chemical industries are founded increasingly around this area. These enterprises enroll technical people and engineers via high salary and other valuable conditions. Gansa Liuhua group co.,LTD as an old industrial enterprise in Gansu province, mainly produces natural gas, their products are monotonous relatively. While the policy of in domestic was came up with the dual-track about the natural gas price and supply, which makes some employers to worry on the future development of enterprise. At present, Gansu Liuhua group is developing in a critical period, it still could not fully get rid of the pressure of survival facing severe market com etitions. In addition, senior technical engineers are insufficient relatively, unbalanced professional frames, it is much difficult to attract high level talents. Although Gansu Liuhua group collects some experience in performance evaluation in the process of development,there is still a gap in improving overall quality of employers and performance evaluation, ftirther enhancing enterprise core competitiveness. In this article, we focus on the problems of performance evaluation field, to investigate further deeply and multi-angled analysis. The thoughts of performance evaluation, methods and specific process are II EMBA学位论文作者:张正堂 刘化集团员工绩效考核方案改进研究 put forward by using the balanced score card method of modern performance management system and 360°theoretical research feedback approach. A set of scientific and reasonable performance evaluation scheme is designed to satisfy current performance appraisal. Personal value and motivation of employers could be exhibited via the publicity, promotion and implementation of improved performance appraisal scheme,to fully arouse the enthusiasm of the employees' work, and reveal personal value, which can realize the both developments of enterprise and employers, gradually building 狂 fair, tolerance and harmony atmosphere, it is benefit for sustainable development of enterprise to store human resources. Keywords: human resource, performance evaluation,improvement hi EMBA学位论文作者:张正堂 刘化集团员工绩效考核方案改进研究 目录 一、弓1言 1 (一)研究背景 1 (二)研究目的和意义 1 (三)研究思路与研究方法 2 二、绩效考核相关理论综述 4 (一)相关理论概念 4 (二)理论研究方法 4 (四)论文研究框架设计 6 三、刘化集团员工绩效考核现状与分析 7 (一)企业背景简介 7 (二)公司组织构成及人力资源管理状况分析 7 (三)刘化集团现行绩效考核方案分析 12 (四)刘化集团现行绩效考核存在问题的总结 15 四、刘化集团员工绩效改进方案设计 18 (一)改进设计方案的目标和指导原则 18 (二)改进设计的研究方法和选择 20 (三)改进后的员工绩效考核方案 24 (四)改进绩效考核设计方案评估 35 五、刘化集团员工绩效考核改进方案保障措施 36 (一)加强组织保障 36 (二)统一思想和认识 36 (三)加大宣传和培训力度 36 六、研究结论与研究展望 37 (一)研究结论 37 (二)需进一步深入探讨的问题 37