發(fā)布時(shí)間：2018-03-21 06:28

  本文選題：績(jī)效考核　切入點(diǎn)：指標(biāo)體系　出處：《北京工業(yè)大學(xué)》2013年碩士論文　論文類(lèi)型：學(xué)位論文

【摘要】：華電北京熱電公司原名為北京第二熱電廠，2008年體制格局變更、設(shè)備技術(shù)變改進(jìn)、經(jīng)營(yíng)模式也由政府補(bǔ)貼為主的公益性企業(yè)變?yōu)檎�府補(bǔ)貼為輔、企業(yè)經(jīng)營(yíng)為主的市場(chǎng)化企業(yè)。在現(xiàn)代經(jīng)濟(jì)發(fā)展背景下，企業(yè)的人力資源開(kāi)發(fā)和管理工作已明顯與時(shí)代脫節(jié)。其中，在培養(yǎng)、考察、聘用高級(jí)管理人員時(shí)還存在過(guò)于主觀、過(guò)于片面的問(wèn)題。遵循以往的人事管理思想對(duì)企業(yè)的人力資源進(jìn)行管理是十分有必要的。所以，當(dāng)務(wù)之急就是先對(duì)公司的人力資源管理現(xiàn)狀進(jìn)行全面的分析，并在此基礎(chǔ)上構(gòu)建一個(gè)完善的績(jī)效考評(píng)機(jī)制。 本文將以理論研究為基礎(chǔ)對(duì)績(jī)效考核的方式進(jìn)行研究與分析，，并在此基礎(chǔ)上深入分析華電北京熱電公司的績(jī)效考核現(xiàn)狀，找出目前該企業(yè)在績(jī)效考核方法上存在的問(wèn)題以及產(chǎn)生這些問(wèn)題的原因，并對(duì)華電北京熱電公司實(shí)際狀況與科學(xué)的績(jī)效考核理論、方法相結(jié)合，借鑒績(jī)效考核的方法，運(yùn)用AHP法計(jì)算出各指標(biāo)的權(quán)重系數(shù)，采用360度績(jī)效評(píng)價(jià)法，構(gòu)建出華電北京熱電公司的領(lǐng)導(dǎo)干部績(jī)效考核體系，并將該體系應(yīng)用于實(shí)踐，對(duì)華電北京熱電公司的管理層管理者進(jìn)行了績(jī)效考核，并提出方案實(shí)施的配套措施建議。本文旨在從熱電系統(tǒng)企業(yè)的本質(zhì)特征出發(fā)，研究探討一套行之有效的熱電系統(tǒng)績(jī)效考評(píng)機(jī)制，為熱電系統(tǒng)的人力資源改革工作做好鋪墊。
[Abstract]:The original name of Huadian Beijing Thermal Power Company was Beijing No. 2 Thermal Power Plant. In 2008, the structure of the company was changed, the equipment and technology were improved, and the business model was changed from a public welfare enterprise mainly subsidized by the government to a government subsidy. Under the background of modern economic development, the development and management of human resources in enterprises are obviously out of touch with the times. The problem is too one-sided. It is very necessary to manage the human resources of an enterprise in accordance with the previous ideas of personnel management. Therefore, the urgent task is to make a comprehensive analysis of the present situation of the human resources management of the company first. And on this basis to build a perfect performance appraisal mechanism. On the basis of theoretical research, this paper will study and analyze the way of performance appraisal, and on this basis, deeply analyze the current situation of performance appraisal of Huadian Beijing Thermal Power Company. To find out the problems existing in the performance appraisal method and the reasons for these problems, and to combine the actual situation of Huadian Beijing Thermal Power Company with the scientific performance appraisal theory and methods, and to draw lessons from the performance appraisal method. The weight coefficient of each index is calculated by using AHP method, and the performance appraisal system of leading cadres of Huadian Beijing Thermal Power Company is constructed by using 360-degree performance evaluation method, and the system is applied to practice. This paper evaluates the performance of the management of Huadian Beijing Thermal Power Company, and puts forward some suggestions for the implementation of the scheme. The purpose of this paper is to start from the essential characteristics of the thermal power system enterprise. This paper studies and discusses a set of effective performance appraisal mechanism of thermal power system, which can pave the way for human resource reform of thermal power system.
【學(xué)位授予單位】：北京工業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類(lèi)號(hào)】：F272.92;F426.61

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