首页 > 资料专栏 > 论文 > 生管论文 > 生产制造论文 > 2020年LX厂J车间工人绩效考核体系优化方案研究_硕士论文

2020年LX厂J车间工人绩效考核体系优化方案研究_硕士论文

资料大小:1732KB(压缩后)
文档格式:DOC
资料语言:中文版/英文版/日文版
解压密码:m448
更新时间:2021/4/19(发布于广东)

类型:金牌资料
积分:--
推荐:升级会员

   点此下载 ==>> 点击下载文档


文本描述
科学技术早已成为第一生产力,同时,人力资源管理也已是企业管理中核心组成部 分之一,是企业正常运行并且保持高效率运转的关键部件,也是企业发展过程中的核心 驱动力。企业人力资源管理中绩效考核是的其核心组成部分。绩效考核体系为企业实现 目标、激励员工创造高绩效提供了重要的支撑保障。一套适合企业当前处境的绩效考核 体系,对于提升企业竞争力有着重要的理论意义和现实意义。 本文选取 LX 厂 J 车间工人的绩效考核优化作为研究对象。基于研究背景,论文以 绩效考核相关理论的为基础,遵循着发现问题,解决问题的科学研究路线,对 LX 厂 J 车间的绩效考核现状进行了综合梳理,并通过访谈调查、问卷调查等方法,对车间工人 的绩效考核体系进行了调查分析,总结绩效考核现状中存在的问题,针对梳理出的问题, 对 J 车间工人绩效考核体系进行了优化设计。设计中,将考核目标与企业的发展战略进 行了紧密结合,明确了工人的工作职责、内容以及工作重点,并基于此确定了绩效标准 和各考核项目权重,确定考核方法,制定绩效考核反馈制度,明确绩效考核结果应用体 系。论文设计的 J 车间在绩效考核方案,对于该车间提高激励员工积极性、提升车间精 细化管理水平,从而适应企业的发展需求有一定的帮助作用。 关键词,管理 车间 绩效体系 研究 论文类型,应用研究LX 厂 J 车间工人绩效考核体系优化方案研究 II Abstract As scientific technology has become the primary productive force, human resource management has become a core component of enterprise management, which is essential for maintaining proficient operation of the enterprise and a key drive for enterprise development. Performance assessment is the core component of human resource management for an enterprise, which provides important guarantee for the enterprise to achieve its goals and to motivate the employees to achieve good performance. A performance assessment system that is compatible with the enterprise' current situation is of both theoretical and practical significance for improving the enterprise' competitiveness. This paper attempts to investigate the optimization of performance assessment for workers in J workshop of LX factory. Based on the study background and the performance assessment theories, the paper, following a scientific research approach aiming to identify and address problems, summarizes the current performance assessment status of J workshop of LX factory; investigates the performance assessment system for the workshop workers using the methods including interview and questionnaire survey; summarizes the existing problems in performance assessment; and, in the light of the problems identified, attempts to optimize the performance assessment system for workers in J workshop. In the optimized design, the performance assessment goals are closely integrated into the enterprise's development strategy, clarifying the workers' responsibilities and work priorities, based on which the KPIs and their respective weights are defined, the assessment approach is determined, the feedback system for performance assessment is developed, and the application system for performance assessment results is established. The performance assessment plan designed for J workshop in this paper is expected to be favorable for the workshop to further motivate the employers and improve the meticulous management quality, thus adapting to the development needs of the enterprise. Keywords: Management;Workshop; Performance evaluation system; Research兰州交通大学工商管理硕士(MBA)学位论文 III 目 录 摘要............................................................I Abstract..........................................................II 1 绪论.............................................................1 1.1 研究背景及目的、意义........................................1 1.1.1 研究背景 ..............................................1 1.1.2 研究意义..............................................1 1.2 研究方法 ....................................................2 1.3 研究技术路线 ................................................2 2 理论基础与文献综述 ...............................................4 2.1 理论基础 ...................................................4 2.1.1 绩效及绩效考核概述 ....................................4 2.1.2 绩效考核体系概述 ......................................5 2.1.3 绩效激励理论 ..........................................5 2.2 文献综述 ...................................................7 2.2.1 国外研究综述..........................................7 2.2.2 国内研究综述..........................................8 2.3 理论综述指导意义 ...........................................9 3 LX 厂 J 车间工人绩效考核现状 .....................................10 3.1 车间概述 .................................................10 3.1.1 组织架构.............................................11 3.1.2 产品生产模式.........................................11 3.2 J 车间绩效考核现状 ........................................12 3.2.1 J 车间工人绩效考核指标 ...............................12 3.2.2 J 车间工人绩效考核方式 ...............................13 3.2.3 J 车间工人绩效薪酬现状 ...............................14 4 J 车间工人绩效考核体系调查分析 ..................................17 4.1 对车间员工的访谈调查分析 ..................................17 4.1.1 访谈对象及提纲设定...................................17 4.1.2 访谈结果汇总与分析...................................18 4.2 对车间工人绩效考核的问卷调查分析 .........................19 4.2.1 问卷调查设计.........................................19 4.2.2 问卷调查实施.........................................19 4.2.3 问卷调查信度效度分析.................................19LX 厂 J 车间工人绩效考核体系优化方案研究 IV 4.2.4 问卷调查结果归纳.....................................20 4.3J 车间工人绩效考核存在问题梳理..............................24 4.3.1 考核指标不明确 ........................................25 4.3.2 考核方法不合理 ........................................25 4.3.3 考核反馈制度未建立 ....................................25 4.3.4 考核结果应用不被重视 ..................................26 5 J 车间工人绩效考核体系优化设计 ...................................27 5.1 工人绩效考核优化设计的基本思路 .............................27 5.1.1 车间工人绩效考核优化原则 ..............................27 5.1.2 车间工人绩效考核优化框架 ..............................28 5.2 考核指标优化设计...........................................29 5.2.1 工人工作实绩考核改进设计...............................29 5.2.2 工人工作态度考核改进设计...............................31 5.2.3 工人工作能力考核改进设计...............................33 5.2.4 工人绩效考核权重模型重建...............................34 5.2.5 考核评定结果修正.......................................39 5.3 绩效考核方法优化设计 .......................................40 5.3.1 绩效考核实施主体.......................................40 5.3.2 绩效考核的时间安排.....................................40 5.4 绩效考核结果运用优化设计 ...................................40 5.4.1 绩效考核面谈及反馈 ....................................41 5.4.2 绩效考核的结果运用.....................................41 6 结论与展望 ......................................................47 6.1 结论 .....................................................47 6.2 展望 .....................................................47 致谢 .............................................................49