TJ某高职学院绩效管理研究

发布时间：2018-05-06 22:12

本文选题：事业单位 + 绩效管理　；参考：《西南交通大学》2013年硕士论文

【摘要】：上世纪90年代绩效管理制度传入了我国,到口前很多企业都在实行绩效考核的管理方法,收效非常明显,员工的工作积极性、工作效率和企业的凝聚力也明显的提高,而现在大多数的学校等事业单位考核制度拘泥于形式,有的事业单位根本没有绩效考核制度。所以研究和探讨事业单位的绩效管理制度和未来的设想建议是非常有必要的。笔者在事业单位工作多年,对事业单位人事制度管理有一些基本认识,发现事业单位在人事管理过程中由于缺乏科学有效的管理方式,造成了事业单位在管理过程中普遍出现了缺乏整体的战略文化引导、考核重形式轻质量、考评反馈机制不健全、考核方式单一等问题,使考核逐渐成为形式。不仅严重影响了人力管理的客观性和准确性,阻碍了事业单位的长远发展,更降低了员工的工作热情和工作效率。本文以TJ某高职学院为研究对象,针对高职学院普遍存在的问题提出了自己的观点,利用所学的绩效管理知识对该学院现有绩效制度进行了设计和优化,完善了规章制度、考核方式、工作流程、绩效反馈方式以及绩效的监督、员工的激励与培训等方面的内容。合理安排员工的考核方式,提高了考核的准确性。考核以定性和定量考核相结合,重新设计了考核内容、指标和权重,考核不以单纯对员工的奖惩为目的,优化后的管理制度更加注重员工需求,争取做到员工与组织的共同发展。笔者查阅大量的绩效管理的相关书籍、报纸期刊、论文,了解事业单位绩效管理的历史背景,并且对TJ某高职学院开展绩效管理前后不同时期的工作做出对比,针对不同岗位、层次的员工进行采访和调查,通过了解被采访对象对绩效考评方法的看法、意见,寻找绩效考评制度出现的问题,提出改进问题的设想和建议。并利用绩效管理的方法加以研究分析,提出相对合理的改进建议和方法。优化后的管理制度合理设置了指标体系和指标权重,尽量使指标清晰明确。按照岗位不同设计不同的指标权重,在指标设计时不仅要考虑定量指标和定性指标相结合,还要考虑运用MBO和360°评价等形式帮助指标体系的设计。这样不仅可以节约大量的人力物力,而且可以准确的对员工的工作做出评价。在利用MBO进行指标设计时充分考虑到高职学院的特点,并根据岗位的不同设计指标权重,指标设计标准考虑到完成工作的情况、部门的建设和发展以及员工个人的发展等内容。而且根据高职学院的特点重新调整了学院的组织结构、明确了部门各自的工作责任,使新的管理制度与学院的发展目标一致,通过绩效反馈使员工了解自己在工作中出现的问题,并帮助员工制定适合自己发展的目标规划。在新的管理目标的制定上,考虑了不同岗位员工工作的差异性,所以根据员工工作性质的不同采取了不同了考核方式,使考核结果更为准确、合理。本文针对高职学院考核制度存在的缺陷和问题,提出了自己的观点和解决问题的设想,对于高职学院绩效管理制度规范化有一定的参考作用,但是高职学院绩效管理制度的完善不是通过一篇论文可以解决的,还需要高职学院领导、员工的共同努力。
[Abstract]:In the 90s of last century, the performance management system was introduced into China. Many enterprises before the mouth have carried out the management method of performance assessment. The efficiency and cohesion of the employees are obviously improved, and the examination system of most schools and other institutions is stuck in the form, and some institutions are root. There is no performance appraisal system. Therefore, it is very necessary to study and discuss the performance management system and future proposals of public institutions.
The author has been working in the institution for many years and has some basic understanding of the personnel system management of the institutions. It is found that the lack of scientific and effective management methods in the process of personnel management has caused a general lack of strategic cultural guidance in the process of management, the assessment of heavy form and light quality, and the feedback machine for evaluation. The system is not perfect, the examination method is single and so on, which makes the examination gradually become a form. It not only seriously affects the objectivity and accuracy of human management, hinders the long-term development of the institutions, but also reduces the work enthusiasm and efficiency of the employees. This article takes a TJ Vocational College as the research object and aims at the common problems of the higher vocational college. The present performance system of the college is designed and optimized by using the knowledge of performance management. It has perfected the rules and regulations, evaluation methods, work flow, performance feedback, performance supervision, employee motivation and training. With the combination of qualitative and quantitative assessment, the assessment has redesigned the content, index and weight of the assessment. The assessment is not aimed at the rewards and punishments of the staff alone. The optimized management system pays more attention to the staff needs, and strives to achieve the common development of the staff and the organization.
The author consults a large number of relevant books of performance management, newspaper periodicals, papers, and understands the historical background of the performance management of institutions, and makes a contrast to the work of different periods before and after the performance management of a higher vocational college in TJ. The staff of different positions and levels are interviewed and investigated, and the performance evaluation is evaluated through the understanding of the subjects interviewed. The views and opinions of the method are to find out the problems of the performance appraisal system, put forward the ideas and suggestions to improve the problems, and make use of the methods of performance management to study and analyze them, and put forward relatively reasonable suggestions and methods for improvement.
The optimized management system set up the index system and index weight reasonably, make the index clear and clear as far as possible, design the different index weight according to the different position, and consider not only the combination of quantitative index and qualitative index, but also the design of help index system using MBO and 360 degree evaluation in the design of the index. In order to save a lot of manpower and material resources, and can make an accurate evaluation of the staff's work, the characteristics of the higher vocational college are fully taken into account in the use of MBO, and according to the different weight of the design index of the post, the index design standard takes into account the completion of the work, the construction and development of the Department and the personal development of the staff, etc. In addition, according to the characteristics of the higher vocational college, the organizational structure of the college is readjusted, the responsibilities of the Department are clearly defined, the new management system is consistent with the development goal of the college, and the employees know their own problems in the work through performance feedback, and help the staff to make the goal plan suitable for their own development. In the formulation of management objectives, the differences in the work of different posts are taken into consideration, so different assessment methods have been taken according to the different nature of the employees' work, so that the results of the assessment are more accurate and reasonable.
In view of the defects and problems existing in the examination system of Higher Vocational College, this paper puts forward his own views and ideas to solve the problems. It has a certain reference function for the standardization of the performance management system in higher vocational colleges, but the improvement of the performance management system of the higher vocational college is not solved by a paper, but also the leadership of the higher vocational college and the staff. A joint effort.

【学位授予单位】：西南交通大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G717.2

【参考文献】