本文關(guān)鍵詞： 績效管理 績效考核 考核方案　出處：《浙江理工大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

【摘要】：在人力資本價值日漸凸顯的時代背景下，績效管理在人力資源管理中的作用十分明顯�？冃Э己耸强冃Ч芾碇幸粋�重要環(huán)節(jié)。很大程度上決定著績效管理的質(zhì)量。但是目前很多企業(yè)在績效考核方案的設(shè)計上還存在著諸多問題。其中最顯著的問題包括績效考核指標(biāo)選擇不科學(xué)、考核標(biāo)準(zhǔn)制定不合理、考核過程中缺乏必要的反饋和溝通以及考核結(jié)果運用不充分等等。這些問題的存在不僅僅會影響績效考核的有效性，也會降低員工對績效考核的認(rèn)同度和滿意度，發(fā)揮不出績效考核應(yīng)有的約束和激勵效果。 本文以供應(yīng)鏈企業(yè)GZ公司為例，結(jié)合其公司的設(shè)備維護(hù)部門，通過分析該部門績效考核的現(xiàn)狀，并通過管理者訪談和員工調(diào)查問卷結(jié)合的方式分析了績效考核中存在的問題。在此基礎(chǔ)上，，本文從績效考核方案設(shè)計的關(guān)鍵要素入手，從績效考核的目的、內(nèi)容、方法、標(biāo)準(zhǔn)、組織與實施以及績效結(jié)果的應(yīng)用這幾方面對GZ公司設(shè)備維護(hù)部門的績效方案進(jìn)行了優(yōu)化設(shè)計，針對設(shè)備維修崗位工作的內(nèi)容從業(yè)績、能力和態(tài)度三個維度選取績效考核指標(biāo)，并通過可行性分析和效果分析證明了新的績效考核方案與舊方案相比的優(yōu)勢。在最后提出了在完善績效管理制度中的保障措施，以期對GZ公司以及類似企業(yè)績效考核管理水平的提升提供理論參考，優(yōu)化方案通過試驗實施得到了公司人事經(jīng)理、設(shè)備部門經(jīng)理的肯定。并且，優(yōu)化方案實施后，該公司設(shè)備部門維修人員的工作滿意度和對績效考核的認(rèn)同度有了明顯的提升。
[Abstract]:Under the background of the increasingly prominent value of human capital. The function of performance management in human resources management is very obvious. Performance appraisal is an important link in performance management. To a great extent, it determines the quality of performance management. But at present, many enterprises have set up performance appraisal schemes. There are still many problems, including the unscientific selection of performance appraisal indicators. The evaluation standard is not reasonable, the necessary feedback and communication in the assessment process, and the inadequate use of the assessment results, and so on. These problems will not only affect the effectiveness of performance appraisal. It can also reduce the employee's approval and satisfaction of performance appraisal, and can not exert the constraint and incentive effect of performance appraisal. In this paper, the supply chain company GZ as an example, combined with its equipment maintenance department, through the analysis of the current situation of performance appraisal. Based on the analysis of the problems in performance appraisal, this paper starts with the key elements of the design of performance appraisal scheme and aims at performance appraisal. Content, methods, standards, organization and implementation and performance results of the application of these aspects of the GZ company equipment maintenance department performance program optimization design, according to the equipment maintenance job content from the performance. Ability and attitude of the three dimensions of performance evaluation indicators. And through the feasibility analysis and effect analysis to prove the advantages of the new performance appraisal scheme compared with the old scheme. Finally, put forward in the improvement of the performance management system in the safeguard measures. With a view to GZ company and similar enterprises to improve the level of performance appraisal management to provide theoretical reference, optimization program through the experimental implementation of the company's personnel managers, equipment department managers confirmed. And. After the implementation of the optimization scheme, the maintenance staff's job satisfaction and recognition of performance appraisal have been significantly improved.
【學(xué)位授予單位】：浙江理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.92

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