联系我们

论文查询结果	返回搜索

论文编号：	5652
作者编号：	2220110780
上传时间：	2013/11/27 23:25:23
中文题目：	ZY院军品经营管理处绩效管理体系设计与实施研究
英文题目：	Research and implementation of the ZY Academy of military management department performance management system design
指导老师：	薛有志
中文关键字：	人力资源管理 绩效管理 航天企业
英文关键字：	human resource management, performance management, aerospace enterprises
中文摘要：	近年来，我国航天事业有了突飞猛进的发展，然而，在航天科技迅猛发展的同时，航天高科技企业在人力资源管理上出现了一些问题。绩效管理作为人力资源管理的重要环节，直接影响到人员的质量、结构和工作状态，从而对整个企业的带来了影响。航天企业人员的绩效管理具有其自身的特殊性，包括工作量化困难，绩效关注的侧重点等。本文以中国运载火箭研究院战术武器事业部经营管理处绩效管理体系建设课题为背景，从建设高质量人才队伍出发，采用理论和实践相结合的研究方式，以绩效管理的基础理论为依据，借鉴国外航天企业的实践，研究绩效管理的核心问题，对绩效计划、绩效辅导、绩效考核、考核结果运用等绩效管理的关键环节进行了阐释。作者通过调研访谈、资料分析、座谈会等形式进行了深入的探讨和研究，对所在部门绩效管理环节缺失，体系不完整，绩效体系的根本目的存在偏离，造成绩效管理效果不佳；绩效计划对组织战略目标支撑不力；绩效计划与绩效考核结果之间关联度不高；绩效计划只关注结果，忽略了过程与协作；绩效考核结果运用范围过窄等六个方面的问题，进行了有针对性的深入研究。在提出了系统性的解决方案的同时，重点对困扰实际工作的几个重点问题，如基于职责的年度工作目标绩效管理体系的建立，如何保证关键绩效项的按时完成，工作项目数量上下半年比例控制，新增工作项目的控制，贡献程度的激励导向控制，如何避免利益相关方不客观的评议，考核结果的运用等七个方面进行了有益的探索，制定了相应的对策，具有很强的实用性。
英文摘要：	In recent years, China’s aerospace industry has been rapidly developed. While the rapid development of science and technology in aerospace enterprises, there are some problems in human resource management in high-tech aerospace enterprises. Performance evaluation, as an important part of human resources management, will directly affect the quality of the personnel, structure and working conditions, and will impact on the entire enterprise. Personnel performance evaluation in Aerospace enterprises has its own particularity, including the difficulty of work quantification, and the focus of attention performance. In this paper, Division of tactical weapons management of China Academy of Launch Vehicle technology(CALT) according to the issues of performance management system construction as the background, starting from the construction of high-quality personnel, using a combination of theoretical and practical research approach to performance management, based on the basic theory of performance management, learning the experience of foreign aerospace companies, researching the core problem of performance management, especially explaining in those key systems of performance planning, performance coaching, performance evaluation, performance management appraisal results using. The author interviews, data analysis, seminars and other forms of in-depth discussion and research. Aiming at the lack of performance management of the Department, the system is not complete, the fundamental objective of performance system existence deviation, resulting in poor performance management; performance plan to the strategic objectives of organization support ineffective; performance planning and performance evaluation results between the correlation is not high; performance planning only focus on results, ignore the process and collaboration; performance evaluation results the use of six aspects of scope is too narrow, the had to study, in the proposed systematic solution at the same time, several key issues on which focuses on practical work, such as the establishment of the annual work targets based on the performance management system of responsibility, how to ensure the timely completion of key performance item, under half the proportion control work item quantity, control of new projects, incentive oriented control contribution degree, how to avoid the stakeholders not objective appraisal, carried on the beneficial exploration from seven aspects of the use of assessment results, formulate the corresponding countermeasure, have very strong practicability.
查看全文：	预览  下载(下载需要进行登录)