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论文编号：	101
作者编号：	2120072342
上传时间：	2009/12/30 17:31:35
中文题目：	A公司工程技术人员绩效管理研究
英文题目：	the study on performance management of engineering employees in A company
指导老师：	崔勋
中文关键字：	工程技术人员 绩效考核 绩效管理 绩效改进
英文关键字：	Project technique employees performance appraisal
中文摘要：	本研究针对天津地区地产行业的一个典型企业——A企业管理工作中存在的问题，在理论研究的基础上对问题进行了深入的分析，并提出了相应的解决对策。 本研究首先系统回顾了相关的基础理论和文献，作为整个研究分析问题和提出对策的基础。在基础理论部分，本研究主要回顾了绩效、绩效考核和绩效管理的概念，绩效管理的主要理念，绩效管理系统，主要的绩效考核方法以及绩效考核中容易犯的错误。同时，本研究还回顾了几个主要的激励理论。另外，由于本研究的对象为工程技术人员，因此，本研究还回顾了工程技术人员的特点等相关的研究。 然后，本研究从绩效管理的原则、管理职责划分、管理流程、考核方法以及考核结果的应用等方面系统地整理了A公司工程技术人员绩效管理的相关现状，并结合绩效管理、激励理论和工程技术人员的特点，指出当前A公司所实行的制度并不是真正意义上的绩效管理，而仅仅是绩效考核。此外，A公司绩效管理的基础也不健全，考核方法也很简单。 针对现状和问题，本研究基于理论和对象的特点，设计了新的绩效管理的体系。新的体系主要强调以开发的观点，通过绩效管理实现工程技术人员的工作行为和努力方向与组织的目标一致，同时还能够提高工程技术人员的个人能力。新的绩效管理体系主要包括四个方面，即绩效目标的制定、绩效考核、绩效辅导与绩效沟通以及绩效改进，并强调管理的重点并不是仅仅在于考核，而是强调绩效改进。 最后，本研究还从实用性的角度考虑，从组织保障和制度保障两个方面，讨论了新的绩效管理体系在A企业中有效运行的保障措施。组织方面的保障主要是高层领导的支持和企业文化的建设，制度方面的保障主要是健全工作分析、薪酬管理、晋升、培训和开发制度，并做好这些人力资源管理制度与绩效管理制度之间的衔接。
英文摘要：	The study is to solve practical management problems, which are rooted in the management of A company-a typical real estate company in Tianjin area. The study finally puts forward some solutions based theoretical study and in-depth analysis of the management problems. The study firstly systematically reviews related foundation theories and literatures, as the basis of problems analysis and solutions. At foundation theories part, the study mainly reviews the concept of performance, performance appraisal and performance management, the philosophy of performance management, performance management system, the methods of performance appraisal and the errors that often exist in the process of performance appraisal. In the meantime, the study also reviews several motivations theories. Moreover, because the objects of the study are project technical employees, therefore, the study also reviews the characteristics of the project technical employees Then, the study systematically analyzes the current situations of the performance management for the project technical employees in A company, from the aspects of the codes of performance management, the assignments of management responsibilities, the management process, the appraisal methods and the applications of appraisal results. Considering the theories and performance management and motivation, as well as the characteristics of project technical employees, the study points out that the performance management practices in A company are only the performance appraisal. In addition, the management basis of performance management in A Company are not enough, and the evaluation methods are very simple. According to the current situations and problems the study design the new performance management system based on the theories and the characteristics of research objectives. The new system emphasizes the combination of project technical employee’s work behaviors with the organizational goals, as well as the improvement of employees’ abilities, based the view of development. The new performance management system includes four parts, i.e. the set of performance goals, performance appraisal, performance facilitation and communication, as well as performance improvement. Finally, the study discusses the guarantee measures for the effectively implementations of the new performance management systems in A company, from two aspects of organizational guarantees and institutional guarantees. The organizational guarantee measures are the supports of top level leaders and the build of corporate cultures, and institutional guarantee measures are the build of rules, such as job analysis, compensation management, promotion management, as well as training and development. Also, the companies need to link well up these rules with the performance management rules.
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