哈尔滨电信工程局绩效考核管理体系优化研究-工商管理专业论文.docxVIP

Classified Index： U.D.C.： A Dissertation for the Degree of MBA RESEARCH ON OPTIMIZATION TO PERFOMANCE APPRAISAL SYSTEM OF HAERBIN TELECOMMUNICATION ENGINEERING BUREAU Candidate: Xu Tianying Supervisor: Vice Prof. Zhang Jianying Academic Degree Applied for: MBA Affiliation: HTEB Date of Defense: December 15, 2010 Degree-Offering-Institution: Harbin Institute of Technology 哈尔滨工业大学工商管理硕士学位论文 哈尔滨工业大学工商管理硕士学位论文 - - I - 摘 要 随着市场经济的高速发展，企业间的竞争激烈。企业纷纷意识到加强人力 资源管理、提升人力资源价值的重要性。绩效管理是人力资源管理的一项核心 工作。越来越多的企业希望通过对组织、个人工作绩效的管理和评估，来充分 调动员工的积极性，提高组织整体工作效能，最终达到企业与员工利益双赢的 战略目标。然而，通过对传统国企的绩效考核体系分析我们发现，生搬硬套国 外绩效考核管理办法不能完全适用于国有企业环境，甚至导致企业资源的浪费。 本文对国内外绩效管理研究现状进行了综述，借鉴国内外企业实施绩效管 理的实践经验，结合哈尔滨电信工程局人力资源管理中存在的问题，对企业绩 效管理现状进行了深入研究分析，提出了绩效管理制度不完善，绩效考核指标 设计缺乏针对性，绩效结果的激励效果不明显，绩效管理过程缺乏沟通等问题。 同时，针对存在问题，结合企业实际状况，从设计目标与原则、考核组织、考 核方法、考核内容、关键绩效考核指标等方面对企业绩效考核管理体系进行了 研究与设计。并通过绩效考核计划修订，实施过程管理、绩效考核结果申诉、 绩效考核管理沟通和考核结果运用等措施，明确了绩效考核管理体系的具体实 施办法。期望对哈尔滨电信工程局绩效考核管理体系中存在的问题有所卑益。 关键词：绩效考核；关键绩效指标；管理体系 - - II - Abstract As the quickly development of market economy, competition within enterprises has become intensely. Enterprises realize the importance of enhancing Human Resource management and Human Resource value. Performance management is the key point of Human Resource management. According to running and evaluating the performance of organization and person, more and more enterprises hope to improve its whole work efficiency and obtain strategic target which wins both enterprise and staff’s profit. However, the analysis of performance appraisal system of traditional and national enterprise shows that inflexible foreign performance appraisal measures are not completely fit to Chinese enterprise environment and even waste the resource of enterprises. In this thesis, I summarize internal and external performance appraisal status, use management experience of internal and external enterprises, combine the problems of Human Resource management of Harbin Telecommunication Engineering Bureau, and deeply analyze the man