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论文编号：	6137
作者编号：	2220100812
上传时间：	2014/5/31 18:43:38
中文题目：	青岛海湾设计院基于平衡计分卡的绩效管理研究
英文题目：	Qingdao HaiWan Design Institute：A Study of Performance Management Based on the Balanced Scorecard
指导老师：	韩经纶
中文关键字：	青岛海湾设计院,绩效管理,平衡计分卡
英文关键字：	Qingdao HaiWan Design Institute, Performance Management, Balanced Scorecard
中文摘要：	当今信息及经济全球化的局面，加剧了各行各业的竞争，不断开放的市场环境，也对企业的管理与发展也提出了更高的要求。因此如何在竞争中变得更强大是每个企业必须要考虑的重中之重的问题。在当今社会，信息和经济高速发展，企业整体竞争力的高低就是企业内部人才素质高低的总和，即企业竞争归根结底是人才的竞争。因此提高管理水平，激发员工的激情和潜力，是越来越多的以企业的人力资源为管理核心的企业所追求的目标。虽然现在国内外有很多现成的优秀的企业的管理经验和先进的管理方法来改进公司绩效，但是如何根据企业的具体情况建立真正符合企业实际情况的有效的绩效管理机制则需要每个企业深入研究。 本文以青岛海湾化工设计研究院有限公司(以下简称“青岛海湾设计院”)为例，采用实地调研、案例研究等方法获得公司相关资料，通过分析青岛海湾院目前的基本的组织结构、基本的人员配备情况，分析得到青岛海湾设计院的各个部门的关系和基本的权力利益分配关系，明确青岛海湾设计院员工的基本组成，以及各个档次员工所占的比重，各个部门员工的工作重点和考核重点，以及当前存在的弊端等等。研究该企业目前存在的绩效管理现状，通过与预期的结果的对比，找出理想与预期的差异点，从而找出问题的症结，提出相应的解决方案。通过对青岛海湾院的经营领域的分析，帮助企业管理者明确企业的战略目标。通过对企业整体和员工状况的整体分析，尝试将平衡计分卡这种先进的绩效管理方法运用到本企业，从而解决企业中存在的绩效管理的不足。通过层层分解的方法，首先明确企业的愿景与使命以及企业的战略目标，然后绘制战略地图，进而把企业战略目标分解到具体员工层面，并对每一个员工做出成熟的可行的具体的行动方案，并将员工利益与绩效结果、企业利益相结合，从而更加有效的刺激员工的积极性，使企业绩效的提高受益于个人绩效的提高。 文章首先以目前世界上较为先进的绩效管理理论作为铺垫，明确绩效管理在企业管理中的理论基础,从而为整篇论文对青岛海湾设计院的研究提供理论依据。着重阐述了平衡计分卡的主要内容和目前发展及应用的现状。通过分析青岛海湾设计院目前的发展现状，找出在目前的绩效管理中存在的优势和不足，提出采用平衡计分卡可以有效的解决这些问题的结论。为了将平衡计分卡的理论真正应用与青岛海湾设计院并且产生应有的效益，本文首先对青岛海湾院公司层、部门层和员工层建立了多维度的绩效考核指标体系，然后再逐层分析，为不同的考核指标赋予不同的权重，同时保证这些指标是科学的合理的有效的，是真正能激发员工工作热情的。在本论文最后，明确提出了平衡计分卡绩效管理体系的具体实施方案，为了保证该绩效管理体系能够顺利实施，本文从绩效计划、绩效实施、绩效考核到绩效反馈和考核等各个环节都做了详细阐述，并配套设计了绩效管理实施的保障措施作为平衡计分卡体系的支撑。本文基于平衡计分卡的理论建立起了一套适用于青岛海湾设计院的绩效管理体系和实施方案，以期为青岛海湾设计院在绩效管理实践方面提供一定的参考。
英文摘要：	In today's information and the situation of economic globalization, the competition of all walks of life is becoming increasing fierce, this increasingly open market environment also put forward higher requirements for the management and development of enterprises. So how to become stronger is the top priority that every entity should have to consider seriously .In today's society, with the quick development of information and economic environment, the overall competitiveness of the enterprise is the competitiveness of the sum of enterprise internal personnel diathesis, that is the enterprise competition in the final analysis is the talent competition. Thus how to improve the management level and to inspire the passion and potential of the employees is the core enterprise goal that more and more enterprise human resources are pursuing. Although at present, there are a lot of ready-made excellent enterprise management experience and advanced management method at home and abroad to improve corporate performance, but how to establish a true and effective performance management mechanism, according to the actual circumstances of the enterprise requires every enterprise in-depth study. This thesis takes a design enterprise Qingdao HaiWan Design & Research Institute CO., Ltd (hereinafter as “Qingdao HaiWan Design Institute”) for example, though adopting field investigation，case study and others methods , it obtained the related company materials. Through the analysis of Qingdao HaiWan Design Institute’s the basic organization structure, basic staffing situation, and the relationship between the various departments and basic power interest distribution relationship, it clear the basic component of Qingdao bay design institute staff, as well as the proportion of each grade of staff, and focus and examination of the key employees of various departments, as well as the advantages and disadvantages of the existing and so on. Though studying the current situation of enterprise performance management at present, and comparing with the expected results, it finds out the differences between ideal and the expectation, so as to find out the crux of the problem and put forward the corresponding solutions. Through the analysis of the business domain of Qingdao HaiWan Design Institute, it helps enterprise managers’ clear enterprise's strategic goals. Through the analysis for enterprise as a whole and the condition of the employees as a whole, it tries to apply this advanced performance management method to the enterprise, thus solving the shortage of the existing performance management in enterprise. Through layer upon layer decomposition method, the first step is to clear corporate vision and mission and the strategic target of the enterprise, and then draw strategy map, thus decompose the enterprise strategic objectives into specific employee level to make every employee own mature feasible concrete action plans, and to make employee benefit combine with performance result, corporate interests. And thus it stimulates the enthusiasm of employees of more effectively, which will benefit the improvement of enterprise performance with the improvement of individual performance. In the first place, this article takes the more advanced performance management theory in the world as the matting, and clearly defines the theoretical basis of performance management in enterprise management, which provides the theory basis for the whole paper to study of Qingdao HaiWan Design Institute, and then emphatically expounds the main content of the balanced scorecard and the present situation of the development and application at present. By analyzing the development of HaiWan Design Institute, it finds out the advantages and disadvantages that existing in the current performance management, and puts forward using the balanced scorecard to effectively solve these problems. To actually apply the balanced scorecard theory to HaiWan Design Institute to produce due benefits, this article first establishes multidimensional performance evaluation index system of the layer of enterprise, department and employee, and then step by step analysis, endows the different weight for different assessment indicators, and at the same time ensures that the indicators is scientific and reasonable effective, and can really motivate people work enthusiasm. In the final, this paper clearly puts forward the concrete implementation plan of the balanced scorecard performance management system. in order to ensure the performance management system can smooth implementation, this article makes detail introduction from the performance plans, performance implementation, performance appraisal, performance feedback and evaluation and so on, and forms a complete set of design performance management implementation safeguard measures to support the balanced scorecard system. This article establishes a set of performance management system based on the balanced scorecard theory for HaiWan Design Institute to implement the plan, in order to o provide certain reference in terms of performance management practice.
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