本文選題：績效　切入點：績效考核　出處：《大連海事大學(xué)》2015年碩士論文

【摘要】：績效考核作為當前我國公共部門人力資源管理的核心內(nèi)容之一,在事業(yè)單位體制改革的大背景下,具有重要意義。它可以有效促進組織績效的整體提升,推進績效工資制度的實施和收入分配制度的完善,激發(fā)職工的工作積極性,加快優(yōu)秀人才的培養(yǎng),促進公共服務(wù)質(zhì)量的改善,提高社會對公共服務(wù)的滿意度及單位的整體形象。南海航海保障中心作為直屬海事系統(tǒng)2012年實施核編轉(zhuǎn)制后新成立的公共服務(wù)事業(yè)單位,主要負責轄區(qū)范圍內(nèi)的海事航標建設(shè)養(yǎng)護、水上安全通信、港口航道測量繪圖等工作,對轄區(qū)航行船舶提供技術(shù)支持,承擔著航運經(jīng)濟的服務(wù)保障職能,具有公益服務(wù)性質(zhì)。當前南海航海保障中心的績效考核處于初級探索階段,實際應(yīng)用的績效考核體系還有很多需要改進的地方。建立新的績效考核體系,優(yōu)化現(xiàn)有績效工資實施辦法,對增進南海航海保障中心各單位的組織績效、促進其自身發(fā)展、提高公眾滿意需求具有重要的現(xiàn)實意義。本文以近年來事業(yè)單位推進分類改革和直屬海事系統(tǒng)實施核編轉(zhuǎn)制為背景,對南海航海保障中心當前績效考核實施中存在的問題和原因進行解讀,并提出相應(yīng)的對策。主要分為三個部分：第一部分主要介紹事業(yè)單位績效考核的相關(guān)理論；第二部分根據(jù)南海航海保障中心的實際情況,指出實施績效考核過程中由于績效考核定位不明確、績效考核體系設(shè)計不科學(xué)、激勵機制不足、實施績效考核的內(nèi)部環(huán)境有待改善等因素影響,導(dǎo)致績效考核結(jié)果存在績效考核指標不能準確反映組織績效、績效考核標準難以確定、績效考核方法不科學(xué)、績效考核結(jié)果利用不合理、沒有按照考核結(jié)果對組織績效進行持續(xù)改進等問題；第三部分在前面兩部分內(nèi)容的基礎(chǔ)上,設(shè)計出涵蓋了考核理念、考核指標、考核主體、考核方法、考核程序和考核機制等內(nèi)容在內(nèi)的績效考核體系,以期能夠促進南海航海保障中心績效考核的優(yōu)化,加快組織績效的提升和績效工資改革的推進工作。
[Abstract]:As one of the core contents of human resources management in public sector, performance appraisal is of great significance under the background of institutional reform in China. It can effectively promote the overall improvement of organizational performance. To promote the implementation of the performance pay system and the improvement of the income distribution system, to stimulate the work enthusiasm of the staff and workers, to speed up the training of outstanding personnel, and to promote the improvement of the quality of public services, The South China Sea Maritime support Center, as a newly established public service institution directly under the maritime system after the implementation of the nuclear restructuring system in 2012, will enhance the social satisfaction of the public service and the overall image of the unit. Mainly responsible for the construction and maintenance of maritime navigation aids within the jurisdiction, water safety communication, port channel surveying and mapping, etc., to provide technical support to navigation vessels in the jurisdiction, and to assume the service and safeguard functions of shipping economy, At present, the performance appraisal of the South China Sea Navigation Security Center is in the initial stage of exploration, and there are still many areas that need to be improved in the actual application of the performance appraisal system. A new performance appraisal system is established. To optimize the existing measures for implementing performance pay, to enhance the organizational performance of the various units of the South China Sea Maritime Security Center, and to promote its own development, It is of great practical significance to improve the public satisfaction demand. This paper takes the reform of classification and the implementation of nuclear transformation of maritime system directly under the background of institutions in recent years as the background. This paper interprets the existing problems and reasons in the implementation of the performance appraisal in the South China Sea Maritime support Center and puts forward the corresponding countermeasures. It is divided into three parts: the first part mainly introduces the relevant theories of the performance appraisal of the institutions; In the second part, according to the actual situation of the South China Sea Maritime support Center, it is pointed out that the performance appraisal system is not designed scientifically and the incentive mechanism is insufficient due to the unclear positioning of the performance appraisal system in the implementation of the performance appraisal process. The internal environment of the performance appraisal needs to be improved, which leads to the performance appraisal result that the performance appraisal index can not reflect the organization performance accurately, the performance appraisal standard is difficult to determine, the performance appraisal method is not scientific. The results of performance appraisal are not reasonable, and the performance of the organization has not been continuously improved according to the results of the appraisal. The third part, based on the two parts of the former, designed to cover the idea of assessment, the evaluation index, the main body of assessment, etc. The performance appraisal system, including the methods, procedure and mechanism of performance appraisal, is expected to promote the optimization of the performance appraisal of the Nanhai Maritime support Center, and to speed up the promotion of organizational performance and the promotion of the reform of performance pay.
【學(xué)位授予單位】：大連海事大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：D630

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