M油田设计院论文：M油田设计院技术人员绩效考核体系再设计.docVIP

M油田设计院论文：M油田设计院技术人员绩效考核体系再设计 【中文摘要】2008年M油田专业化重组整合之后,油田公司的业务板块、经营范围、管理领域、市场空间都发生了较大的变化。M油田设计院承接的油田内部工程项目设计任务正在逐年减少,随着我国石油行业建设规模的持续扩大,勘察设计市场进一步开放,外部市场的竞争也越来越明显。要在市场竞争中生存发展,就必须建立一套行之有效的绩效考核体系,将员工的创造性和主动性激发出来,以员工绩效的提高促进企业整体绩效的提高,使企业的核心竞争力塑造起来,从而实现企业的发展目标。本文首先从绩效考核的基础理论入手,对绩效与绩效考核的基本概念进行了阐述,综合论述了国内外绩效考核理论的发展。同时,对绩效考核的方法、绩效考核体系的内容、绩效考核指标权重的确定方法进行了描述。其次通过问卷调查和深入访谈等方式,对M油田设计院现有技术人员绩效考核体系存在的问题进行归纳总结,并对其原因进行分析。综合运用了360度绩效考核法等方法,以技术人员为主要考核对象,对绩效考核体系进行再设计,重新设置了关键绩效指标,并应用层次分析法重新赋予权重比例,设计出一套具有可操作性、比较科学合理的绩效考核体系。为保证研究成果落到实处,绩效考核体系的有效实施,文章最后还提出了组织保障、制度保障、技术保障、文化保障等保障措施。本论文对M油田设计院技术人员绩效考核体系再设计之后,可以提高企业的生产能力和管理水平,充分调动人员的积极性,推动企业的良性发展,更好地实现企业的经营目标,最终使企业和员工共同受益。 【英文摘要】After the reorganization and integration of M Oilfield in 2008, oilfield company’s operative segments, business scope, management field and market space have greatly changed. The internal project design tasks of M Oilfield Design Institute are reducing year by year. With the continuous enlargement of the construction scale of our country抯 petroleum industry, the further opening of the investigation design market, external market competition is more and more obvious. To survive and develop under the market competition, an effective Performance Appraisal System must be established to stimulate the stuff抯 initiative and creativity, improving the staff and the whole enterprise抯 performance, molding the enterprise抯 core competence, so as to achieve the enterprise抯 development goal.This essay describes the basic concept of performance and performance appraisal, comprehensively discussing the development of performance appraisal theory at home and abroad. Meanwhile, it describes the performance appraisal method, the performance appraisal system content, and the determination method of performance appraisal index weight. Then, through the questionnaire and in-depth interviews, the essay summarizes and analyzes the existing problems in present Technical Personnel Performance Appraisal System of M Oilfield Design Institute. T