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论文编号：	10650
作者编号：	2120163040
上传时间：	2018/12/7 23:21:12
中文题目：	FS公司员工绩效考核优化研究
英文题目：	Research on Employee Performance Appraisal Optimization of FS Company
指导老师：	张立富
中文关键字：	绩效考核优化；员工绩效考核；KPI；360度考核；水泥生产企业
英文关键字：	Performance appraisal system optimization; Employee performance appraisal; KPI; 360-Degree assessment; Cement manufacturing enterprises
中文摘要：	进入21世纪，社会日新月异发展，企业管理水平进入快车道，企业产品和服务的重要性愈发凸显，人力资源管理水平是企业管理先进程度的重要衡量标尺，绩效考核则是人力资源管理最有价值所在。过去水泥行业基本上都是供给当地的客户，随着运输行业的快速发展，现如今，地区化概念已经模糊，行业的竞争趋势日趋激烈。FS公司如何在变幻莫测的经济环境中寻求生存发展之道是企业管理者一直思考和关注的问题。经过对FS公司的调查研究发现，FS公司的员工并没有充分发挥员工价值，工作效率低，对企业前景不乐观，所以提出优化企业员工绩效考核方式的观点，借此充分调动FS公司员工的积极性，提高FS公司的组织效率，帮助FS公司生产经营进入快速发展通道，合力创造FS公司的美好未来。 本文在水泥生产企业生存环境艰难的大背景下，根据目前水泥熟料和水泥产能严重过剩的市场形势，基于YT集团的战略目标和FS公司的生产经营目标，对FS公司的发展及人员现状进行分析，充分发挥绩效考核结果对员工的激励刺激作用和导向作用，指出FS公司员工绩效考核中存在的主要问题，找出问题原因，提出优化现有绩效考核方案的观点，以KPI为主导方法确立FS公司员工绩效考核指标并通过360度考核法收集考核数据。在文章开头阐明本文的研究背景、目的及意义，通过面对面访谈和调查问卷的方式，深入挖掘FS公司目前绩效考核存在的问题，进而提出优化方案，构建FS公司的员工绩效考核新体系，将其结果应用在岗位的调换与晋升、工资的增减变化和辅助培训上，采取多种方式为新绩效方案的顺利实施提供有力保障。促进全体员工关注成本、销量、质量，关注企业发展前景，为企业后续发展做出应有贡献。 本文兼顾理论和实务，具有较强的实操价值, 对上市公司下属企业尤其是水泥生产制造企业具有极强的借鉴意义。
英文摘要：	Since the 21st century, the rapid development of society, economic and company makes the importance of corporate products and services become increasingly prominent. The level of human resources management is an important measure of the advanced level of corporate management, and performance appraisal is the most valuable factor for human resources management. In the past, the cement industry was basically supplied to local customers. With the rapid development of the transportation industry, the concept of regionalization has now been blurred, and the competition trend of cement industry has become increasingly fierce. Leaders of FS Company have to pay more attention on finding a way to survive and develop under the unpredictable economic environment. After a survey of FS Company, the enthusiasm of FS Company’s employees did not be fully mobilized and improved, their work efficiency was low, and they were worried for FS Company’s prospects. To change the current situation, leaders of FS Company should put forward the idea of optimizing performance appraisal methods to fully mobilize employees’ motivation. Improve FS Company’s organizational efficiency and help its production and operation develop rapidly. Under the market situation of overcapacity and low price competition, this paper analyzes the development and personnel status of FS Company based on the strategic objectives of YT Group and the production and operation objectives of FS Company. In the following, this paper will point out the main problems in FS Company’s employee performance appraisal, find out the reasons for the problems, and put forward views of optimizing the existing employee performance appraisal system. ?Using KPI as the leading method to establish the performance evaluation index and collect the evaluation data by 360 degree examination method. At the beginning of this paper, the author explained the background, purpose, and significance of this paper. Through face-to-face interviews and questionnaires, deeply excavate the current employee performance appraisal problems of FS Company, and then an optimization plan is proposed to build a new employee performance appraisal system for FS company. The results are applied to job transfer, promotion, wage change and supplementary training. Meanwhile, various ways are adopted to provide a strong guarantee for the smooth implementation of the new performance plan. Promote all employees to pay attention to the cost, sales volume and quality, pay attention to the development prospects of the company and make a contribution to the continued development of the company. This paper takes both theory and practice into account, and has strong practical value. It has a strong reference value for subsidiary companies of listed companies, especially cement manufacturing enterprises.
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