山东黄河河务局绩效考核体系优化研究
发布时间：2018-12-20 12:44
【摘要】：随着我国经济社会的不断发展,人力资源已经成为最重要的资源之一,是企事业单位保持核心竞争力,不断向前发展的根本动力。事业单位员工绩效考核能够有效推进现代薪酬制度、激励制度的完善和落实,激发员工的工作热情,促进组织绩效的提升,是事业单位提高工作效率、管理效率和核心竞争力的重要措施。但是一直以来,我国的事业单位公共服务垄断模式已经造成了其在内部管理方面的漏洞,使员工缺乏竞争意识和服务意识,工作消极、态度散漫,难以适应当前经济社会竞争的需求。虽然近年来我国事业单位开始探索科学的绩效考核体系,但是由于理论不成熟、实践落实不充分,导致在绩效考核过程中还存在一些问题,严重影响力绩效考核活动的推进和发展。山东黄河河务局作为重要的事业单位,其经营发展关系着黄河沿岸人民的生命财产安全,具有促进经济发展,保障社会和谐安全的重要作用。但是在快速发展和不断扩大的背景下,如何激发单位员工的价值,实现人力资本向财富资本转化,成为摆在黄河河务局人力部门面前的新课题。在山东黄河河务局经营发展逐渐市场化,人员结构复杂化,下属单位的市场竞争日益激烈的情况下,如何解决员工疑虑,保持员工队伍稳定,并且发掘优秀人才,最终打造一支拥有高素质的员工队伍,成为山东黄河河务局绩效管理工作的紧迫任务。本文基于国内外绩效考核的相关理论,对山东黄河河务局绩效管理体系的现状及存在的问题进行分析,并制定山东黄河河务局绩效考核体系的优化方案,力求为山东黄河河务局建立现代化绩效考核体系,促进其持续健康发展提供参考。本文共分为六章,第一章绪论,阐述本文的研究背景、研究意义、研究现状等内容。第二章理论概述,概述绩效考核的基本理论知识。第三章山东黄河河务局绩效考核体系及问题分析,分析目前存在的问题及原因。第四部分山东黄河河务局绩效考核体系优化方案,根据前文分析结合山东黄河河务局实际情况制定优化方案。第五章落实优化方案的措施,确保方案能够得以执行。第六部分,对全文进行概括总结。
[Abstract]:With the continuous development of our country's economy and society, human resources have become one of the most important resources, which is the fundamental motive force for enterprises and institutions to keep their core competitiveness and develop continuously. Performance evaluation of employees in institutions can effectively promote the modern salary system, improve and implement the incentive system, stimulate the enthusiasm of employees, promote the promotion of organizational performance, is to improve the efficiency of institutions, Important measures to manage efficiency and core competitiveness. However, the monopoly mode of public service of public institutions in our country has caused the loopholes in internal management, which makes the employees lack the sense of competition and service, work passively, and have a loose attitude. Difficult to adapt to the current economic and social competition needs. In recent years, institutions in our country have begun to explore a scientific performance appraisal system, but due to immature theory and inadequate implementation in practice, there are still some problems in the performance appraisal process. Promotion and development of serious impact performance appraisal activities. As an important institution, the management and development of Shandong Yellow River Bureau is related to the safety of the lives and property of the people along the Yellow River, and plays an important role in promoting economic development and ensuring social harmony and security. However, under the background of rapid development and continuous expansion, how to stimulate the value of unit staff and realize the transformation from human capital to wealth capital has become a new subject in front of the manpower department of Yellow River Bureau. Under the circumstances that the management and development of Shandong Yellow River Bureau is gradually market-oriented, the personnel structure is complicated, and the market competition of the subordinate units is becoming increasingly fierce, how to solve the doubts of the employees, maintain the stability of the workforce, and discover outstanding talents, Finally, building a high-quality staff is the urgent task of the performance management of Shandong Yellow River Bureau. Based on the theory of performance appraisal at home and abroad, this paper analyzes the current situation and existing problems of the performance management system of Shandong Yellow River Authority, and formulates the optimization scheme of the performance appraisal system of Shandong Yellow River Authority. It aims to provide reference for Shandong Yellow River Bureau to establish modern performance appraisal system and promote its sustainable and healthy development. This paper is divided into six chapters. The first chapter introduces the background, significance and current situation of the research. The second chapter summarizes the basic theoretical knowledge of performance appraisal. Chapter three analyzes the performance appraisal system and problems of Shandong Yellow River Bureau, and analyzes the existing problems and causes. The fourth part is the optimization scheme of the performance evaluation system of Shandong Yellow River Bureau, according to the previous analysis and the actual situation of Shandong Yellow River Bureau to formulate the optimization scheme. Chapter five implements the measures to optimize the program and ensures that the scheme can be carried out. The sixth part summarizes the full text.
【学位授予单位】：武汉工程大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3
本文编号：2388017
[Abstract]:With the continuous development of our country's economy and society, human resources have become one of the most important resources, which is the fundamental motive force for enterprises and institutions to keep their core competitiveness and develop continuously. Performance evaluation of employees in institutions can effectively promote the modern salary system, improve and implement the incentive system, stimulate the enthusiasm of employees, promote the promotion of organizational performance, is to improve the efficiency of institutions, Important measures to manage efficiency and core competitiveness. However, the monopoly mode of public service of public institutions in our country has caused the loopholes in internal management, which makes the employees lack the sense of competition and service, work passively, and have a loose attitude. Difficult to adapt to the current economic and social competition needs. In recent years, institutions in our country have begun to explore a scientific performance appraisal system, but due to immature theory and inadequate implementation in practice, there are still some problems in the performance appraisal process. Promotion and development of serious impact performance appraisal activities. As an important institution, the management and development of Shandong Yellow River Bureau is related to the safety of the lives and property of the people along the Yellow River, and plays an important role in promoting economic development and ensuring social harmony and security. However, under the background of rapid development and continuous expansion, how to stimulate the value of unit staff and realize the transformation from human capital to wealth capital has become a new subject in front of the manpower department of Yellow River Bureau. Under the circumstances that the management and development of Shandong Yellow River Bureau is gradually market-oriented, the personnel structure is complicated, and the market competition of the subordinate units is becoming increasingly fierce, how to solve the doubts of the employees, maintain the stability of the workforce, and discover outstanding talents, Finally, building a high-quality staff is the urgent task of the performance management of Shandong Yellow River Bureau. Based on the theory of performance appraisal at home and abroad, this paper analyzes the current situation and existing problems of the performance management system of Shandong Yellow River Authority, and formulates the optimization scheme of the performance appraisal system of Shandong Yellow River Authority. It aims to provide reference for Shandong Yellow River Bureau to establish modern performance appraisal system and promote its sustainable and healthy development. This paper is divided into six chapters. The first chapter introduces the background, significance and current situation of the research. The second chapter summarizes the basic theoretical knowledge of performance appraisal. Chapter three analyzes the performance appraisal system and problems of Shandong Yellow River Bureau, and analyzes the existing problems and causes. The fourth part is the optimization scheme of the performance evaluation system of Shandong Yellow River Bureau, according to the previous analysis and the actual situation of Shandong Yellow River Bureau to formulate the optimization scheme. Chapter five implements the measures to optimize the program and ensures that the scheme can be carried out. The sixth part summarizes the full text.
【学位授予单位】：武汉工程大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3
【参考文献】
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