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论文编号：	14808
作者编号：	2320200539
上传时间：	2024/6/12 9:05:31
中文题目：	DM公司员工绩效管理体系优化研究
英文题目：	Research on Optimization of Employee Performance Management System of DM Company
指导老师：	方磊
中文关键字：	制造企业；管理体系；绩效优化
英文关键字：	Manufacturing enterprise; Management system; Performance management
中文摘要：	随着国家整体经济的不断发展，人们对于商品的要求也在不断提升，使得各行各业的竞争都在日益激烈。机床，一直被称为机械领域的“工作母机”，各种零部件需要在机床里生产，然后再组装成为各种机械再进行生产。因此，机床的加工精度几乎可以决定一个产业链的产品精度，也会影响到最终商品的品质。机床行业作为支撑国民经济现代化生产和制造的基石，需要不断提升经营理念，提升管理水平。 本文以机床行业企业DM公司作为研究对象，研究适合DM公司的生产经营方式的员工绩效管理体系的优化。由于机床行业的产品制造的特殊性，无法形成自动化的组装生产线，员工的水平会对产品的品质有着非常重要的影响，因此有效的员工绩效管理体系对企业的长期稳定的发展非常重要。本文先从DM公司的绩效管理体系现状进行问题分析，针对评价主观性过强、制造员工工作难以评价、非制造人员评价缺乏数据基础、缺乏管理规范监督和结果反馈的问题，将整个体系分成目标设置体系、目标测量体系、最后到目标运用体系，按照目标管理体系的整体逻辑对DM公司的绩效体系进行全面优化。结合DM公司的实际情况，以战略一致性、程序公平性、及时反馈性和员工激励性为优化原则，为DM公司提出了一系列的员工绩效管理体系优化方案。首先将工作性质和工作职能区分比较大的制造员工和非制造员工的绩效分开管理。然后将DM公司的员工绩效管理体系从目标设置体系、目标测量体系、目标运用体系这几个目前存在问题的方面，对DM公司的绩效管理体系进行优化。运用到了SMART法、平衡计分卡等方法，结合建立制造工序数据统计系统、设置乖离率目标、跨部门双向核验、提升评价结果与奖金、晋升的相关度、进行评价期间监督和评价后反馈等方式，对DM公司的人员绩效管理体系进行了优化。 本文的研究，给相关的机床制造行业的员工绩效评价体系优化提供了一个可行的实践思路，为机械制造行业的绩效管理的发展提供一个参考。
英文摘要：	With the continuous development of the national economy, people's requirements for goods are also constantly improving, making the competition in various industries increasingly fierce. Machine tools, commonly referred to as the "working mother machine" of the mechanical field, require various parts to be produced in machine tools and then assembled into various machinery for further production. Therefore, the processing accuracy of machine tools can almost determine the product precision of an entire industrial chain and affect the final quality of goods. As the cornerstone supporting the modernization and manufacturing of the national economy, the machine tool industry needs to continuously improve its business philosophy and management level. This paper takes DM, a company in the machine tool industry, as the research object, and studies the optimization of the employee performance management system suitable for DM's production and operation. Due to the specialty of the product manufacturing in the machine tool industry, it is impossible to form automatic assembly production lines. Therefore, the level of employees will have a very important impact on the quality of products. Therefore, an effective employee performance management system is very important for the long-term stable development of the enterprise. This paper first analyzes the current performance management system of DM Company and identifies the problems, such as excessive subjectivity in evaluation, difficulty in evaluating the performance of manufacturing employees, lack of data basis for evaluating non-manufacturing employees, lack of management standard supervision and feedback on results. The entire system is divided into goal setting system, goal measurement system, and finally goal application system, and the entire performance management system of DM Company is comprehensively optimized according to the overall logic of goal management system. Combining the actual situation of DM Company, the optimization principles of strategic consistency, procedural fairness, timely feedback, and employee motivation are adopted to propose a series of employee performance management system optimization solutions for DM Company. Firstly, the performance of manufacturing employees with distinctly different job nature and job functions is managed separately. Then, the performance management system of DM Company is optimized from the aspects of the goal setting system, goal measurement system, and goal application system, which currently have problems. Utilizing the SMART method, the balanced scorecard and other methods, combined with the establishment of manufacturing process data statistical systems, setting the target of standard deviation, cross-departmental two-way verification, enhancing the correlation between evaluation results and bonuses, promotions, conducting supervision during the evaluation period and feedback after the evaluation, the personnel performance management system of DM Company was optimized. This study can provide a feasible practical approach for the optimization of employee performance evaluation systems in similar mechanical manufacturing enterprises that cannot achieve automated and scaled production. And it can serve as a reference for the development of performance management in the mechanical manufacturing industry.
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