本文選題：績(jī)效考核　切入點(diǎn)：KPI　出處：《廣東財(cái)經(jīng)大學(xué)》2017年碩士論文

【摘要】：在市場(chǎng)經(jīng)濟(jì)條件下,企業(yè)的競(jìng)爭(zhēng)在很大程度上取決于人才的競(jìng)爭(zhēng)�？�(jī)效考核作為企業(yè)人才考評(píng)的重要組成部分,是企業(yè)提高人才工作積極性、職位晉升、福利薪酬的重要依據(jù),更是企業(yè)留住人才,提高企業(yè)核心競(jìng)爭(zhēng)力及促進(jìn)企業(yè)長(zhǎng)足發(fā)展的重要保障。目前我國(guó)正在推進(jìn)及深化國(guó)有企業(yè)改革,作為公益性國(guó)有企業(yè)的高速公路而言,對(duì)高速公路企業(yè)的管理及人才儲(chǔ)備有了更高標(biāo)準(zhǔn)的要求。而縱觀高速公路行業(yè)普遍存在收費(fèi)員工離職率高的問題,考核機(jī)制不合理與此不無關(guān)系。本文主要立足于KY高速公路有限公司,通過開展實(shí)地調(diào)查、個(gè)別訪談和集體訪談及利用相關(guān)績(jī)效考核工具分析等方式,深入剖析了KY高速公路有限公司目前公司收費(fèi)員的績(jī)效考核現(xiàn)狀。發(fā)現(xiàn)其中收費(fèi)員績(jī)效考核方面重懲罰而缺少相應(yīng)的獎(jiǎng)勵(lì)機(jī)制,未能全面評(píng)價(jià)收費(fèi)員對(duì)企業(yè)的貢獻(xiàn)及無法有效提高員工工作積極性等問題。上述問題給KY高速公路有限公司帶來較大的負(fù)面影響,基于此,對(duì)收費(fèi)員績(jī)效考核方案急需改進(jìn)與完善就顯得非常重要。本文以國(guó)內(nèi)外相關(guān)績(jī)效考核的研究和理論為基礎(chǔ),從收費(fèi)員崗位特點(diǎn)著手,基于考核與員工的工資獎(jiǎng)金福利掛勾、與全面評(píng)價(jià)員工作能力掛勾、與提高員工工作積極性掛勾的設(shè)計(jì)思路。利用績(jī)效考核理論的相關(guān)工具重新設(shè)計(jì)KY高速公路有限公司的績(jī)效考核體系,形成一套與KY高速公路公司戰(zhàn)略目標(biāo)相匹配的收費(fèi)員績(jī)效考核新方案。為了保證收費(fèi)員工績(jī)效考核方案的順利實(shí)施并達(dá)到預(yù)期效果,采取了必要的措施及方法保證方案能得到順利實(shí)施,以期達(dá)到優(yōu)化改進(jìn)收費(fèi)員績(jī)效考核的目的。本研究所建立的收費(fèi)員工績(jī)效考評(píng)體系已經(jīng)在KY高速公路有限公司實(shí)施,實(shí)踐證明,該考評(píng)體系能夠比較科學(xué)、全面地考核收費(fèi)員工的工作能力及對(duì)企業(yè)的貢獻(xiàn)水平,充分激發(fā)及調(diào)動(dòng)收費(fèi)員工的工作積極性及工作熱情,為KY高速公路公司的壯大發(fā)展提供強(qiáng)而有力的保證,推動(dòng)KY高速公路公司邁上新臺(tái)階。
[Abstract]:Under the condition of market economy, the competition of enterprises depends on the competition of talents to a great extent. As an important part of the evaluation of talents in enterprises, performance appraisal is an important basis for enterprises to improve the enthusiasm of talents, the promotion of positions and the compensation of welfare. It is also an important guarantee for enterprises to retain talents, improve their core competitiveness and promote the rapid development of enterprises. At present, China is promoting and deepening the reform of state-owned enterprises, as the highway of public welfare state-owned enterprises. There is a higher standard for the management and talent reserve of expressway enterprises. However, throughout the expressway industry, there is generally a problem of high turnover rates of toll workers. This paper is mainly based on the KY Expressway Co., Ltd., through field investigation, individual interviews and group interviews, as well as the use of relevant performance assessment tools analysis, etc. This paper deeply analyzes the current situation of performance appraisal of toll collector in KY Expressway Co., Ltd. It is found that the performance appraisal of toll collector is heavy punishment and lack of corresponding reward mechanism. Unable to evaluate the contribution of toll collectors to the enterprise and to improve the enthusiasm of employees effectively. The above problems have a great negative impact on KY Expressway Co., Ltd., based on this, It is very important to improve and perfect the performance appraisal scheme of toll collector. Based on the research and theory of relevant performance appraisal at home and abroad, this paper starts with the characteristics of the payer's position, and links the examination with the salary, bonus and welfare of the staff. With the overall evaluation of the ability to work, and improve the enthusiasm of employees linked to the design ideas. Using the performance appraisal theory of related tools to redesign the performance appraisal system of KY Expressway Co., Ltd. In order to ensure the smooth implementation of the performance appraisal scheme for toll collection employees and achieve the desired results, a new performance appraisal scheme for toll collectors is formed, which matches the strategic objectives of KY Expressway Company. The necessary measures and methods are taken to ensure that the scheme can be carried out smoothly in order to optimize and improve the performance evaluation of toll collectors. The performance appraisal system of toll staff established in this research has been implemented in KY Expressway Co., Ltd. It has been proved that the evaluation system can assess the working ability of the fee-paying staff and the level of contribution to the enterprise in a more scientific and comprehensive way, and fully stimulate and mobilize the enthusiasm and enthusiasm of the fee-paying staff. To provide strong and powerful guarantee for the development of KY Expressway Company, and push KY Expressway Company to a new level.
【學(xué)位授予單位】：廣東財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F542.6

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本文編號(hào)：1670604