石化码头公司绩效管理体系完善对策研究

发布时间：2019-05-05 20:14

【摘要】：近年来，随着国内外经济政治形势的不断变化，石化码头公司面对外部竞争环境的机遇与威胁和内部提升经营管理水平、选拔人才等方面的迫切需要，急需通过对现有的绩效管理体系进行改进，来提高绩效考核制度的公平公正性和绩效考核结果应用的合理性，从而提高员工工作的积极性和主动性，使更多优秀的人才脱颖而出，最终实现员工个人成才发展和公司整体绩效水平的全面提升，更好地适应日趋激烈的市场竞争环境。文章在对绩效管理的基本概念、五个基本流程和常用的四种绩效考核方法进行介绍的基础上，运用定量分析与定性的分析相结合的方法对石化码头公司的基本情况、人力资源现状、发展现状、绩效管理体系及绩效考核结果等内容进行了分析，查找出了公司在绩效计划制定、绩效数据收集、绩效考核评价、绩效反馈面谈和绩效提升改进等环节存在的问题，并提出了优化绩效考核指标、细化员工绩效考核指标数据统计方法、员工绩效考核结果实施强制分配、制定绩效面谈计划，扩大面谈范围、建立工作能力、工作态度二维表和根据三年绩效结果分析员工潜力等具体的完善方法，有针对性地改进了公司的绩效管理体系。当然，实施绩效管理并不只是公司的事情，在落实公司绩效管理体系完善方案的过程中，除了应获得高层领导的鼎力支持外，还应通过建立公平、公正的考核制度、将绩效管理与企业文化相融合和建立完善的绩效管理系统等对策，进一步完善公司的绩效管理体系，降低员工对于绩效管理制度的抵触情绪。
[Abstract]:In recent years, with the changing of the economic and political situation at home and abroad, the urgent need of the company to improve the existing performance management system in the face of the opportunities and threats of the external competition environment, the management and management level of the internal promotion and the selection of the talents, etc. to improve the fairness of the performance appraisal system and the rationality of the application of the results of the performance appraisal, so as to improve the enthusiasm and initiative of the work of the staff, make the more excellent talents stand out, and finally realize the overall improvement of the individual development of the staff and the overall performance level of the company, Better adapt to the increasingly fierce market competition environment. On the basis of the introduction of the basic concept of performance management, the five basic processes and the four commonly used performance appraisal methods, the basic situation, the present situation of human resources and the development of the company are analyzed by means of the combination of quantitative analysis and qualitative analysis. The paper analyzes the content of the performance management system and performance appraisal results, and finds out the problems existing in the company's performance plan, performance data collection, performance appraisal, performance feedback interview and improvement of performance, and puts forward the means to optimize the performance appraisal. Benchmarking, refining employee performance appraisal index data statistics method, implementing mandatory distribution of employee performance appraisal results, developing performance interview plan, expanding interview range, establishing working ability, working attitude two-dimension table and analyzing employee potential based on three-year performance results The method is to improve the performance management of the company in a targeted manner. System. Of course, the implementation of performance management is not only the company's business. In the process of implementing the Company's performance management system improvement plan, in addition to the support of high-level leadership, a fair and just examination should be established. The core system, combining the performance management with the enterprise culture and establishing a perfect performance management system, further improve the company's performance management system and reduce the staff's contact with the performance management system
【学位授予单位】：天津大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F552;F272.92

【共引文献】