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MBA硕士论文_KY高速公路收费员绩效考核研究DOC

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文本描述
摘要
在市场经济条件下,企业的竞争在很大程度上取决于人才的竞争。绩效考核作为
企业人才考评的重要组成部分,是企业提高人才工作积极性、职位晋升、福利薪酬的
重要依据,更是企业留住人才,提高企业核心竞争力及促进企业长足发展的重要保障

目前我国正在推进及深化国有企业改革,作为公益性国有企业的高速公路而言,
对高速公路企业的管理及人才储备有了更高标准的要求。而纵观高速公路行业普遍存
在收费员工离职率高的问题,考核机制不合理与此不无关系。本文主要立足于 KY 高
速公路有限公司,通过开展实地调查、个别访谈和集体访谈及利用相关绩效考核工具
分析等方式,深入剖析了 KY 高速公路有限公司目前公司收费员的绩效考核现状。发
现其中收费员绩效考核方面重惩罚而缺少相应的奖励机制,未能全面评价收费员对企
业的贡献及无法有效提高员工工作积极性等问题。上述问题给 KY 高速公路有限公司
带来较大的负面影响,基于此,对收费员绩效考核方案急需改进与完善就显得非常重

本文以国内外相关绩效考核的研究和理论为基础,从收费员岗位特点着手,基于考
核与员工的工资奖金福利挂勾、与全面评价员工作能力挂勾、与提高员工工作积极性
挂勾的设计思路。利用绩效考核理论的相关工具重新设计 KY 高速公路有限公司的绩
效考核体系,形成一套与 KY 高速公路公司战略目标相匹配的收费员绩效考核新方案

为了保证收费员工绩效考核方案的顺利实施并达到预期效果,采取了必要的措施及方
法保证方案能得到顺利实施,以期达到优化改进收费员绩效考核的目的

本研究所建立的收费员工绩效考评体系已经在 KY 高速公路有限公司实施,实践证
明,该考评体系能够比较科学、全面地考核收费员工的工作能力及对企业的贡献水平,
充分激发及调动收费员工的工作积极性及工作热情,为 KY 高速公路公司的壮大发展
提供强而有力的保证,推动 KY 高速公路公司迈上新台阶

关键词:绩效考核;KPI;收费员III
ABSTRACT
In the market economy, the competition of enterprises depends on the competition of talents .
Performance appraisal as an important part of enterprise talent evaluation, is an important
basis for enterprise to improve the enthusiasm of talent, position promotion, and welfare
compensation, is an important guarantee of enterprise to retain talent, improve the core
competitiveness and promote enterprise development.
At present, China is promoting and deepening the reform of state-owned enterprises, as a
highway for public welfare state-owned enterprises, the management and talent reserve of
expressway enterprises have higher standards. In the highway industry, the problem of the
high rate of fees employees and the evaluation mechanism is not reasonable and related. This
paper mainly based on KY expressway co, ltd. Through the field investigation, individual
interviews and collective interviews, it analyzes the performance appraisal status of cashier
expressway co., ltd through the analysis of relevant performance assessment tools. Found
that the cashier performance evaluation of the heavy punishment and the lack of
corresponding incentive mechanism, failed to fully evaluate the contribution of cashier to the
enterprise and can not effectively improve the enthusiasm of employees. The above
problems have great negative impact on ky expressway co., ltd., based on this, it is very
important to improve and perfect the performance appraisal scheme of cashier expressway.
Based on the research and theory of relevant performance appraisal at home and abroad,
this paper starts from the post characteristics of cashier, based on the design of the salary
bonus benefit of assessment and employee, and the work ability of comprehensive
evaluation. Using the related tools of performance appraisal theory to redesign the
performance appraisal system of ky expressway co., ltd., and form a new performance
appraisal scheme matching with the strategic objectives of ky expressway company. In order
to ensure the smooth implementation of the performance evaluation of the employees and to
achieve the expected results, the necessary measures and methods are taken to ensure the
smooth implementation, in order to optimize the improvement of performance evaluation.
The performance evaluation system established by the institute has been implemented in ky
expressway co., ltd., the evaluation system can compare the work ability of toll staff
scientifically and comprehensively, fully stimulate and mobilize the work enthusiasm and
work enthusiasm of toll staff to provide strong guarantee for the development of ky
expressway company.
Key Word:Performance appraisal;KPI;Expressway toll staffIV
目 录
摘要.....I
ABSTRACT.......III
目 录.IV
1. 绪论.1
1.1 研究背景和研究意义.......1
1.1.1 研究背景...........1
1.1.2 研究意义...........2
1.2 国内外研究现状...3
1.2.1 国外研究现状...3
1.2.2 国内研究现状...4
1.3 研究思路和研究方法.......5
1.3.1 研究思路...........5
1.3.2 研究方法...........6
1.4 相关概念界定.......7
1.4.1 高速公路...........7
1.4.2 高速公路收费员...........9
1.4.3 绩效考核...........9
2 KY 高速公路收费员绩效考核体系分析....11
2.1 KY 高速公路有限公司基本情况11
2.1.1 公司项目简介.11
2.1.2 营运管理相关设施.....11
2.1.3 公司管理组织结构.....11
2.1.4 公司的经营发展同人力资源配置状况分析.12
2.2 KY 高速公路收费员绩效考核现状 ....13
2.2.1 考核目标.........13
2.2.2 考核手段及内容.........13
2.2.3 考核程序.........14
2.2.4 考核结果.........15
2.3 KY 高速公路收费员绩效考核存在的问题与原因........15
2.3.1 存在的问题.....15
2.3.2 原因分析
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