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论文编号：	9440
作者编号：	2220150409
上传时间：	2017/6/28 12:51:36
中文题目：	TJLGGYQ公司项目导向的绩效考评体系变革研究
英文题目：	Project-oriented research on the reform of performance evaluation system of TJLGGYQ company
指导老师：	戚安邦
中文关键字：	新常态；绩效考核；转型调整；考评体系
英文关键字：	Newnormal；Performanceevaluation；Transformationandadjustment；Evaluationsystem
中文摘要：	在中国经济发展进入新常态的情况下，如何保持良好的发展势头，并且为未来发展蓄势聚力，这是每一个经济发展单元都需要面对的问题。而这一切都不可能离开“人”的作用。因此，保质保量的经济发展目标，从某种意义上讲，就是如何高效、充分的发挥人的作用。TJLGGYQ公司作为重要的经济功能区平台公司，担负着一方经济发展的重任，而如何既保质又保量的完成经济发展任务，是未来的工作之重。然而过于追求结果的绩效考评体系，可能会影响经济转型和产业结构调整的效果，因此TJLGGYQ公司需要建立以项目为导向新的考评体系，以适应经济新常态下，经济发展的新要求。为此，本文首先从基础的人力资源理论入手，比较了现有的绩效评价方法和指标选取方法，尤其分析了绩效考评过程中易产生的误差和偏见，这是在后面方案设计中需要注意的关键点之一。然后，本文从TJLGGYQ公司的实际出发，总结了公司在历次人力资源考评体系变革中的特点，这些特点是TJLGGYQ公司人力资源管理的宝贵经验，因此需要在新的方案中予以保留。最后，本文完成了TJLGGYQ公司以项目为导向的人力资源考评体系的变革方案设计，并得出如下结论。企业战略目标的实现，与每一个员工的工作绩效息息相关。通过对员工绩效的考评，并建立有效的反馈，才能够激发全体员工的工作热情和创业精神，形成一支高效、团结、能打胜仗的队伍。绩效考评必须坚持公开公平公正的原则，只有这样，才能达成共识。在很大程度上，绩效考评的最终追求，其实并不是让所有人都满意，而是让大家都能接受。绩效考评体系是任何企业管理制度的基础之一，因为考评本身并不是最终的目的，而是要通过这一体系的运作，不断变革公司现有工作的效率，从而更好地推进企业战略的实施。绩效考评体系虽然产生了对员工绩效的划分，但是其本质是为了发现每个人工作中存在的问题，以及产生的经验，从而做到扬长避短，使员工本人可以不断地变革和提高。每一个员工理解这点很重要。
英文摘要：	In China's economic development has entered a new normal situation，how to maintain a good momentum of development，and for the future development of the poised cohesion， which is the problem that every economic unit have to face. All this may not leave the people's role. Therefore，the quality and quantity of economic development goals， in a sense，is how to efficiently and fully play the role of people. TJLGGYQ，as an important economic function district，responsible for local economic development，and how to guarantee and ensure to complete the task of economic development，is the future work priority. However over the pursuit of TJLGGYQ of performance appraisal system，may affect the economic transformation and industrial structure adjustment，so TJLGGYQ need build the new appraisal system to adapt to the new economic normality，the economic development of the new requirements. Therefore, first of all, the paper starts with the basic theory of human resources, compared with the existing methods and performance evaluation index selection method, especially analyzes the performance appraisal process is easy to produce error and bias, which is one of the key points need to be paid attention to in the back of the design. Then, this paper from TJLGGYQ the company's actual of a summary of the company in the previous human resources appraisal system change in characteristics. These characteristics are the valuable experience TJLGGYQ company human resource management. Therefore, it is necessary to be maintained in the new scheme. Finally, this paper completed the TJLGGYQ company human resources evaluation system reform program design, and draw the following conclusions. The realization of the strategic objectives of the enterprise, and every employee's work performance is closely related. Through the evaluation of the performance of employees, and the establishment of effective feedback, it can inspire the enthusiasm of all employees and entrepreneurial spirit, the formation of an efficient, unity, can play the growth of the team. Performance evaluation must adhere to the principle of openness, fairness and justice, and only in this way can we reach a consensus. To a large extent, the ultimate pursuit of performance evaluation, in fact, not all people are satisfied, but so that everyone can accept. Performance appraisal system is one of the basis of any enterprise management system, because the evaluation itself is not the ultimate goal, but through the operation of the system, we change the efficiency of the company's existing work, so as to better promote the implementation of corporate strategy. Performance appraisal system while generating a division of staff performance, but its essence is to find everyone working in the presence of, and production experience to do foster strengths and circumvent weaknesses, so that the employee can continue to change and improve. It's important for every employee to understand this.
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