联系我们

论文查询结果	返回搜索

论文编号：	15531
作者编号：	2320223921
上传时间：	2025/6/17 14:40:39
中文题目：	数字化转型下T建筑公司绩效管理优化研究
英文题目：	Optimization of Performance Management in T Construction Company Under Digital Transformation
指导老师：	张晓飞
中文关键字：	数字化转型；建筑公司；绩效管理；优化策略；数据驱动
英文关键字：	Digital Transformation; Construction Company; Performance Management; Optimization Strategy; Data-Driven
中文摘要：	在全球数字化转型加速推进的背景下，建筑行业正面临前所未有的机遇和挑战。T建筑公司作为一家传统建筑企业，正处于数字化转型的关键阶段。然而，数字技术的引入不仅要求企业调整其业务模式，也对人力资源管理体系，特别是绩效管理提出了更高的要求。本文以T建筑公司为研究对象，探讨如何在数字化转型背景下优化其人力资源绩效管理体系，以提高企业的管理效能和市场竞争力。 本研究通过文献综述，对绩效管理、数字化转型及其在绩效管理中的应用现状进行了系统梳理，并介绍了相关的理论基础。结合T建筑公司的现状调研和员工访谈情况，分析了当前绩效管理体系存在的核心问题，发现主要问题集中在绩效管理系统智能化程度低、绩效目标设定缺乏数据支撑、考核指标标准不科学以及缺乏高效的双向沟通机制等方面。这些问题不仅制约了绩效管理的有效性和公平性，也影响了员工的工作积极性和公司的整体竞争力。 针对这些问题，本文提出了一系列优化策略，包括提升绩效管理系统的智能化水平、加强绩效目标设定的数据驱动能力、优化绩效考核指标的科学性以及构建高效的数字化沟通平台。这些策略旨在充分利用数字技术，如大数据分析、人工智能（AI）和企业资源计划（ERP）系统，提高绩效管理的精准度、公正性和执行效率。在保障措施方面，本文从组织保障、资金保障和人员保障三个方面进行了详细阐述。 本研究围绕数字化转型背景下的T建筑公司人力资源绩效管理优化问题，构建了一套科学、系统的优化方案，并验证了其可行性和有效性。研究结果不仅对T建筑公司的绩效管理优化提供了实践指导，也为其他传统建筑企业在数字化转型过程中优化人力资源管理提供了借鉴和参考。
英文摘要：	Against the backdrop of accelerating global digital transformation, the construction industry is facing unprecedented opportunities and challenges. As a traditional construction enterprise, T Construction Company is at a critical stage of digital transformation. However, the introduction of digital technologies not only requires enterprises to adjust their business models but also imposes higher demands on human resource management systems, particularly performance management. This study takes T Construction Company as the research object and explores how to optimize its human resource performance management system in the context of digital transformation to enhance the company's management efficiency and market competitiveness. Through a comprehensive literature review, this study systematically examines performance management, digital transformation, and the current applications of digital transformation in performance management, introducing relevant theoretical foundations. Based on an analysis of T Construction Company’s current situation and employee interviews, the study identifies key issues in its performance management system. The main challenges include a low level of intelligence in the performance management system, a lack of data-driven support in performance target setting, unscientific assessment criteria, and an inefficient bidirectional communication mechanism. These issues not only hinder the effectiveness and fairness of performance management but also negatively impact employee motivation and the company's overall competitiveness. To address these challenges, this study proposes a series of optimization strategies, including enhancing the intelligence level of the performance management system, strengthening the data-driven approach in performance target setting, improving the scientific nature of performance evaluation criteria, and building an efficient digital communication platform. These strategies aim to fully leverage digital technologies such as big data analytics, artificial intelligence (AI), and enterprise resource planning (ERP) systems to improve the accuracy, fairness, and execution efficiency of performance management. Regarding safeguard measures, the study elaborates on organizational, financial, and personnel support to ensure successful implementation. This study develops a scientific and systematic optimization plan for T Construction Company’s human resource performance management in the context of digital transformation and verifies its feasibility and effectiveness. The findings provide practical guidance for optimizing performance management in T Construction Company and offer valuable insights for other traditional construction enterprises seeking to enhance their human resource management during digital transformation.
查看全文：	预览  下载(下载需要进行登录)