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论文编号：	9275
作者编号：	2120142656
上传时间：	2017/6/16 17:02:47
中文题目：	BH公司工程造价人员绩效评价研究
英文题目：	The research on performance evaluation of BH engineering cost personnel
指导老师：	张立富
中文关键字：	工程造价人员、绩效评价、目标管理、层次分析法
英文关键字：	engineering cost personnel，performance evaluation，Management by objectives ，analytic hierarchy process
中文摘要：	工程造价咨询行业是知识密集型行业，人才是工程造价咨询公司发展快慢的决定性因素。在我国改革开放不断深化和世界经济一体化背景下，由于行业内竞争加剧以及新的造价管理模式不断推出，使得此行业呈现出人员流动加快的特点。各工程造价咨询公司要做大做强，直面外资测量师们的竞争，其核心就是如何吸引和留住优秀人才。为了充分调动各类人才的积极性，建立科学的绩效评价就显得尤为重要。绩效评价虽然被很多企业运用到工程造价咨询行业管理中，但对于绩效评价理论和实践的掌握不够专业全面，很多企业并不能很好的发挥其应有的作用。目前，工程造价咨询公司绩效管理基本上还是处于“人事管理阶段”，缺乏全局观念，绩效评价指标不完整，评价手段单一，缺乏科学依据。绩效评价管理要实现由“人事管理阶段”向“人力资源管理阶段”过渡，首先要建立一套科学完善的工程造价咨询企业绩效管理制度，对目前的工程造价咨询企业绩效体系进行优化。本文论述了绩效管理制度对于工程造价咨询企业管理工作的积极作用，重点分析了BH工程造价咨询公司的绩效管理制度，列举部分工程造价咨询人员的绩效考核标准，对其存在的问题进行了剖析，采用定性分析、定量分析等分析方法，将人力资源管理方法与BH工程造价咨询公司实际经营、管理、效益状况有机联系起来，有计划有目的针对性的提出解决问题的措施方法，对绩效管理制度提出了改进建议。对BH工程造价咨询公司绩效评价的改进进行了实证分析。构建了工程造价从业人员的评价指标体系、工程造价从业人员绩效评价指标权重、工程造价从业人员的绩效评价指标体系分析、AHP层次分析法计算绩效评价指标体系过程、、工程造价人员的模糊综合评价总结。
英文摘要：	Project cost consulting industry is a knowledge intensive industry，talent is the key factor in the development of engineering cost consulting firm. With the deepening of China's reform and opening up and the integration of the world economy，due to the fierce competition in the industry and the introduction of the new cost management model，the industry has shown the characteristics of accelerating the flow of personnel. The project cost consulting firms to become bigger and stronger，to face the competition of foreign surveyors，the core is how to attract and retain talented people. In order to fully mobilize the enthusiasm of all kinds of talents，it is very important to establish scientific performance evaluation. Although there are many enterprise performance evaluation applied to the management of project cost consulting industry，but for the performance evaluation of the theory and practice of the comprehensive professional master is not enough，many enterprises are not good to play its due role. At present，the performance management of the project cost consulting company is still in the stage of personnel management，lacking the overall concept，the performance evaluation index is not complete，the evaluation means is single，and the lack of scientific basis. The performance evaluation of management to realize the transition from the "stage" of personnel management to human resources management stage "，the first to establish a scientific and perfect project cost consulting enterprise performance management system of engineering cost consulting enterprises to optimize the current performance system. This paper discusses the positive role of the performance management system for engineering cost consulting enterprise management，focus on the analysis of the BH project cost consulting company performance management system，and lists some engineering cost consulting staff performance appraisal standards，analyzes the existing problems，using qualitative analysis，quantitative analysis and other analysis methods of human resource management method and BH engineering cost consulting company actual operation，management and benefit of the combination of objective，puts forward solutions to the problem，the improvement suggestions are put forward to the performance management system. This paper makes an empirical analysis on the improvement of the performance evaluation of BH engineering cost consulting company. The construction project cost personnel evaluation index system，project cost personnel performance evaluation index weights，the project cost of employees performance evaluation index system analysis，AHP AHP to calculate the index system of performance evaluation process，and project cost personnel fuzzy comprehensive evaluation summary.
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