【摘要】：林業(yè)在國家生態(tài)安全、淡水安全、國土安全、物種安全、糧食安全、新能源戰(zhàn)略、綠色發(fā)展、應(yīng)對(duì)氣候變化、國家生態(tài)外交大局和區(qū)域協(xié)調(diào)發(fā)展中都具有重要戰(zhàn)略地位。國有林場(chǎng)是我國生態(tài)修復(fù)和建設(shè)的重要力量,是主要的森林資源和木材儲(chǔ)備基地,是維護(hù)國家生態(tài)安全最重要的基礎(chǔ)設(shè)施,在大規(guī)模造林綠化和森林資源經(jīng)營管理工作中取得了巨大成就,為保護(hù)國家生態(tài)安全、提升人民生態(tài)福祉、促進(jìn)綠色發(fā)展、應(yīng)對(duì)氣候變化發(fā)揮了重要作用。自20世紀(jì)80年代始,國有林場(chǎng)實(shí)行“事業(yè)單位,公司化運(yùn)營,企業(yè)化管理”的體制,但隨著我國經(jīng)濟(jì)體制改革的不斷深入,國有林場(chǎng)的經(jīng)營管理水平遠(yuǎn)落后于按照市場(chǎng)體制管理的企業(yè),在一定程度上國有林場(chǎng)的人力資源管理系統(tǒng)更不完善,尤其是缺乏良好的績(jī)效考評(píng)。本文介紹了廣西QP林場(chǎng)基本概況、人力資源現(xiàn)狀,以QP林場(chǎng)現(xiàn)有員工績(jī)效考評(píng)方案為基礎(chǔ),對(duì)廣西QP林場(chǎng)員工績(jī)效考評(píng)方案予以評(píng)價(jià)。通過調(diào)查問卷、專家訪談發(fā)現(xiàn)廣西QP林場(chǎng)員工績(jī)效考評(píng)方案在實(shí)際實(shí)施中的問題,運(yùn)用先進(jìn)的績(jī)效考評(píng)理論、理念和考評(píng)技術(shù)研究,參閱相關(guān)案例,對(duì)發(fā)現(xiàn)的問題加以分析和成因分析。之后結(jié)合績(jī)效考評(píng)理論、實(shí)踐經(jīng)驗(yàn)和QP林場(chǎng)實(shí)際,對(duì)廣西QP林場(chǎng)員工績(jī)效考評(píng)方案進(jìn)行優(yōu)化,以建立完善的員工績(jī)效考評(píng)方案。主要優(yōu)化內(nèi)容有績(jī)效考核主體和考核周期,考評(píng)技術(shù)的選取和流程的優(yōu)化；也從戰(zhàn)略績(jī)效目標(biāo)的高度對(duì)營林單位采用平衡計(jì)分卡進(jìn)行考核,對(duì)人員中層和一般人員采用KPI設(shè)計(jì)采用不同的考核表,同時(shí)也用層次分析法對(duì)指標(biāo)的權(quán)重做分析,之后進(jìn)一步詳述考評(píng)標(biāo)準(zhǔn)。本文的結(jié)論是：國有林場(chǎng)在人力資源方向,特別是績(jī)效考評(píng)上,要跟進(jìn)改革方向,結(jié)合林場(chǎng)實(shí)際實(shí)施員工績(jī)效考評(píng)實(shí)踐。同時(shí),綜合運(yùn)用平衡計(jì)分法與關(guān)鍵績(jī)效指標(biāo)來構(gòu)建林場(chǎng)員工績(jī)效考評(píng)指標(biāo)體系是科學(xué)可行的,對(duì)于國有林場(chǎng)來說具有普遍的操作意義。
[Abstract]:Forestry plays an important role in national ecological security, freshwater security, homeland security, species security, food security, new energy strategy, green development, climate change, national ecological diplomacy and regional coordinated development. The state-owned forest farm is an important force for ecological restoration and construction in China, a major forest resource and timber reserve base, and the most important infrastructure for the maintenance of national ecological security. Great achievements have been made in large-scale afforestation and management of forest resources, which play an important role in protecting national ecological security, promoting people's ecological well-being, promoting green development and coping with climate change. Since the 1980s, state-owned forest farms have implemented the system of "institutions, corporatization, and enterprise management", but with the deepening of the economic system reform in China, The management level of state-owned forest farm lags far behind that of the enterprises managing according to the market system. To a certain extent, the human resource management system of state-owned forest farm is even more imperfect, especially the lack of good performance appraisal. This paper introduces the basic situation of Guangxi QP forest farm and the present situation of human resources. Based on the existing employee performance evaluation scheme of QP forest farm, the paper evaluates the performance evaluation scheme of Guangxi QP forest farm staff. Through the questionnaire, the expert interview discovered the Guangxi QP forest farm employee performance appraisal plan in the actual implementation question, uses the advanced performance appraisal theory, the idea and the appraisal technology research, refers to the related case, The problems found are analyzed and the causes are analyzed. Then the performance evaluation scheme of Guangxi QP forest farm is optimized based on the performance appraisal theory, practical experience and QP forest farm practice, in order to establish a perfect employee performance evaluation scheme. The main content of the optimization is the main body and cycle of the performance appraisal, the selection of the evaluation technology and the optimization of the process; At the same time, the balanced Scorecard is used to assess the forest management units from the height of strategic performance objectives, the middle and general personnel are designed by KPI and different assessment tables are adopted. At the same time, the weight of the indexes is analyzed by AHP. After that, the evaluation standards were further elaborated. The conclusion of this paper is: the state-owned forest farm should follow the reform direction in the direction of human resources, especially in the performance appraisal, and carry out the practice of employee performance appraisal in combination with the actual situation of the forest farm. At the same time, it is scientific and feasible to use balanced scoring method and key performance indicators to construct the performance evaluation index system of forest farm staff, which is of universal operational significance for state-owned forest farms.
【學(xué)位授予單位】：廣西大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F326.25;F272.92

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本文編號(hào)：2371430