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基于信息化的绩效考核方案优化与系统设计-以A市水务公司为例

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知识经济时代,人力资源成为企业获取竞争优势、实现可持续发展的核心资 源。绩效考核作为人力资源管理的重要环节,是对员工进行有效管理的重要手段。 科学的绩效考核方案,不仅能够确定每位员工对组织的贡献,为人力资源管理提 供决策依据,还能够将个体绩效与企业战略目标有机结合,因此,绩效考核受到 企业的广泛关注和推广。尤其是信息网络技术的迅猛发展,为企业实现绩效考核 管理工作的自动化、高效化提供了便利条件,如何构建一套科学的绩效考核方案 和信息管理系统,成为企业关注的焦点。 本文以企业信息化建设为背景,在系统地回顾与继承既有的绩效考核研究成 果的基础上,以 A 市水务公司为研究对象,按照“提出问题——拟定解决方案— —实施方案”的研究思路,系统地研究了该公司基于信息化的绩效考核管理优化 问题。 第一,采用访谈调研方法,对 A 市水务公司人员绩效考核现状及存在的问题 进行了系统分析,发现存在着绩效考核主体选择不合理、绩效考核指标设置不科 学、绩效考核方法过于简单、绩效考核结果运用不充分、绩效考核沟通\反馈不到 位等主要问题。第二,首先针对以上问题,构建了基于信息化的绩效考核方案优 化的逻辑框架,指出了绩效考核方案的优化目标,总结了信息化对绩效考核的作 用与要求;其次,结合绩效考核相关理论,基于 A 市水务公司的实际情况,运用 定性与定量相结合的研究方法,围绕绩效考核指标设置、绩效考核主体选择、绩 效考核方法设计、考核周期制定、考核结果应用五个方面,设计了绩效考核优化 方案;最后,为满足优化方案可信息化操作的要求,从绩效考核业务流程再造和 数据信息标准化管理两个角度,对绩效考核优化方案又进行了信息化需求提炼。 第三,基于上述的绩效考核优化方案,从系统设计概述、系统需求分析、系统总 体设计三个方面,对绩效考核信息系统进行了设计,初步完成了系统开发的需求 分析和总体设计工作,为系统的后续自主研发或联合开发提供了设计依据。 本文始终坚持理论与实践相结合的方法,通过课题研究,针对 A 市水务公司 绩效考核存在的主要问题,提出基于信息化环境下的优化方案,旨在规范人员绩 效考核管理流程,提高绩效考核管理效率,减少管理成本,形成高效、快捷的信 息化绩效考核模式,实现绩效管理效益显著提升的目的。同时,也为其他水务公 司绩效考核信息化建设提供借鉴。 关键词,信息化;绩效考核;优化方案;信息系统设计II ABSTRACT In the era of knowledge economy, human resource has become the core resource for enterprises to gain competitive advantage and realize sustainable development. As an important part of human resource management, performance appraisal is an important means of effective management staff. A science performance appraisal scheme not only can identify each employee’s contribution to the organization, provide the decision basis for human resources management, but also can combine the individual performance with the strategic target of the enterprise. Therefore, performance appraisal has received extensive attention and promotion of enterprises. Especially the rapid development of information network technology, which can provide convenient conditions to make enterprise’s performance management work more efficiency and automation, so how to construct a set of science performance appraisal scheme and design an information management system attracts the focus of enterprise. Based on the background of enterprise informatization construction and a systematic review on the existing performance appraisal research results, taking the water service company of A city as the research object, according to the idea of "research questions -- propose solutions -- implementation plan", a systematically research on performance appraisal optimization based on information is given. First, the current situation of water company staff performance appraisal and the existing problems were analyzed by using interview survey method, and found that the selection of evaluation subject is unreasonable, the choice of evaluation indexes is not scientific, performance evaluation method is too simple, the using of appraisal results is insufficiency, and communication or feedback is not in place. Second, to solve the above problems, a logical framework was built to guide the design of the performance appraisal optimization scheme based on the informatization, and the optimization goals were given, the effect and requirements of informatization on performance appraisal were summarized; then combining the theory on performanceIII appraisal with the actual situation of the company, according to the five aspects of evaluation indexes setting, evaluation subject selection, performance appraisal methods design, appraisal cycle making and appraisal results application, the performance appraisal optimization scheme was designed by using qualitative and quantitative combination method; in order to meet the optimization scheme can be operated in information environment, from two aspects of performance appraisal process reengineering and information standardization management, the optimization scheme was refining to meet the informatization needs. Finally, based on the optimization scheme above, from three aspects of system design overview, system requirements analysis, system overall design, the performance appraisal management information system was designed to provide the design basis for following independent research and development or joint development.. We always adhere to the method of combining theory with practice, according to the main problems existing in the company's performance appraisal, optimization scheme based on the information environment is proposed, which is designed to regulate the staff performance appraisal process, improve management efficiency, reduce management costs, formulate an efficient and fast information performance appraisal model, and realize the purpose of improving performance management effectiveness, at the same time, also provide the reference for the performance appraisal informatization of other water service companies. Key Words: informatization; performance appraisal; optimization scheme; information system designIV 目 录 目 录.................................................... IV 第 1 章 绪论.................................................. 1 1.1 选题背景、研究目的及意义 ................................ 1 1.1.1 选题背景 ............................................... 1 1.1.2 研究目的及意义 ........................................ 2 1.2 国内外相关研究综述 ...................................... 3 1.2.1 国内外绩效考核相关理论与方法研究综述 .................. 3 1.2.2 国内外水务公司的绩效考核相关研究综述 .................. 7 1.2.3 国内外信息化背景下的绩效考核相关研究综述 .............. 8 1.2.4 相关研究对本课题的启示 ................................ 9 1.3 研究思路、内容及方法 ................................... 11 1.3.1 研究思路 ............................................. 11 1.3.2 研究内容及结构安排 ................................... 12 1.3.3 研究方法 ............................................. 13 第 2 章 A 市水务公司绩效考核管理现状及存在问题分析 ........... 14 2.1 A 市水务公司概况 ........................................ 14 2.1.1 业务现状 ............................................. 14 2.1.2 组织与人员结构 ....................................... 15 2.2 A 市水务公司绩效考核管理及信息化现状 .................... 17 2.2.1 绩效考核现状 ......................................... 17 2.2.2 绩效考核信息化管理现状 ............................... 17 2.3 A 市水务公司绩效考核管理存在的问题分析 .................. 17 2.3.1 绩效考核主体选择不合理 ............................... 18 2.3.2 绩效考核指标设置不科学 ............................... 18 2.3.3 绩效考核方法过于简单 ................................. 19 2.3.4 绩效考核结果运用不充分 ............................... 19 2.3.5 绩效考核沟通\反馈不到位 .............................. 20 第 3 章 基于信息化的绩效考核方案优化设计 .................... 21 3.1 绩效考核方案优化设计的逻辑框架 .......................... 21 3.1.1 逻辑框架的构建 ....................................... 21 3.1.2 绩效考核方案的优化目标 ............................... 23V 3.1.3 信息化对绩效考核的作用及要求 ......................... 23 3.2 绩效考核方案的优化设计 ................................. 25 3.2.1 绩效考核方案的基本设置 ............................... 25 3.2.2 绩效考核方案的具体优化 .............