發(fā)布時間：2018-03-18 02:29

  本文選題：國有企業(yè)　切入點(diǎn)：燃?xì)庑袠I(yè)　出處：《山東理工大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：績效考核指標(biāo)的設(shè)計(jì)決定著企業(yè)績效考核體系的可操作性與有效性,績效指標(biāo)的設(shè)計(jì)是否客觀、全面、適用于企業(yè)戰(zhàn)略規(guī)劃,則是企業(yè)績效考核指標(biāo)是否能夠客觀、公平、公正地反映員工工作業(yè)績的關(guān)鍵。完善的績效考核指標(biāo)設(shè)計(jì)能夠幫助企業(yè)完成許多任務(wù),同時是實(shí)現(xiàn)組織利益和個人利益的絕佳途徑。受到近年總體經(jīng)濟(jì)下行影響,國有企業(yè)發(fā)現(xiàn)原本照搬照抄,與企業(yè)戰(zhàn)略規(guī)劃相脫離的績效考核指標(biāo),不足以應(yīng)對企業(yè)當(dāng)前生產(chǎn)經(jīng)營過程中面臨的挑戰(zhàn)與沖擊。HRRQ公司原有的績效考核指標(biāo)設(shè)計(jì)單一,與公司業(yè)績脫離,可操作性較低,未能打破老國企的"大鍋飯”思想。該公司的工業(yè)客戶受經(jīng)濟(jì)下行影響大面積減產(chǎn)甚至倒閉,車用氣市場受LNG價格沖擊較大,競爭日趨激烈,都迫使HRRQ公司通過優(yōu)化設(shè)計(jì)績效考核指標(biāo)促使員工工作業(yè)績與公司發(fā)展戰(zhàn)略保持一致,促使公司良性發(fā)展。本文以老國有壟斷性燃?xì)馄髽I(yè)HRRQ公司為例,將HRRQ公司績效考核指標(biāo)作為研究對象。首先梳理了國內(nèi)外的績效考核指標(biāo)設(shè)計(jì)研究成果及研究現(xiàn)狀,并在借鑒國內(nèi)外學(xué)者和專家相關(guān)理論的基礎(chǔ)上,綜合績效考核指標(biāo)相關(guān)概念、分類、來源等理論,采用專題訪談法、定性分析與定量分析相結(jié)合等方法分析了HRRQ公司的原有績效考核指標(biāo)的有關(guān)執(zhí)行情況,從指標(biāo)選取、權(quán)重確定、標(biāo)準(zhǔn)設(shè)計(jì)、指標(biāo)賦值、指標(biāo)檢驗(yàn)的方面提出了針對老國有壟斷性燃?xì)馄髽I(yè)HRRQ公司績效考核指標(biāo)設(shè)計(jì)方案,對HRRQ公司高管、中層經(jīng)理人、主管、一線員工等各類人員的績效考核指標(biāo)設(shè)計(jì)進(jìn)行了改進(jìn)與優(yōu)化,進(jìn)一步探索目前燃?xì)庑袠I(yè)國有企業(yè)的績效考核指標(biāo)設(shè)計(jì)。
[Abstract]:The design of performance appraisal index determines the maneuverability and effectiveness of enterprise performance appraisal system. Whether the design of performance index is objective, comprehensive and suitable for enterprise strategic planning is whether the performance appraisal index can be objective and fair. The perfect design of performance appraisal index can help the enterprise to complete many tasks, at the same time, it is an excellent way to realize the interests of the organization and the individual, which is affected by the downward trend of the overall economy in recent years. The state-owned enterprises find that the performance appraisal index, which is copied and divorced from the enterprise's strategic planning, is not enough to deal with the challenges and shocks faced by the enterprises in the process of production and operation. The original performance appraisal index of HRRQ company is single. Separated from the company's performance, its operability is low, and it has failed to break the "big pot rice" idea of the old state-owned enterprises. Its industrial customers have been affected by the economic downturn in a large area to reduce production or even close down, and the automobile gas market has been hit hard by the LNG price, and the competition has become increasingly fierce. Both of them force HRRQ to make the performance of employees keep consistent with the development strategy of the company by optimizing the performance evaluation index. This paper takes the old state-owned monopoly gas company HRRQ as an example. The performance appraisal index of HRRQ company is taken as the research object. Firstly, the research results and research status of performance appraisal index design at home and abroad are reviewed, and based on the relevant theories of scholars and experts at home and abroad, Synthesizing the related concepts, classification, source theory of performance appraisal index, using the method of thematic interview, qualitative analysis and quantitative analysis, this paper analyzes the related implementation of the original performance appraisal index of HRRQ Company, and selects the index from the point of view. In the aspects of weight determination, standard design, index assignment and index test, the design scheme of performance evaluation index for HRRQ company of old state-owned monopoly gas enterprise is put forward, which is aimed at senior executives, middle managers and supervisors of HRRQ company. The design of performance appraisal index for all kinds of personnel is improved and optimized, and the design of performance evaluation index of state-owned enterprises in gas industry is further explored.
【學(xué)位授予單位】：山東理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F299.24

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