锐丰船厂工程技术部员工绩效考核方案优化 绩效管理工作是目前现代企业人力资源管理体系的重点和核心，对于员工 的激励、保留和吸引具有重要的意义和作用。在激烈的竞争中保持自身优势、 持续发展、利润稳健增长，是当今很多企业思考的主要问题和根本任务。企业 要充分运用绩效管理的特征和意义，将公司和员工的利益结合起来，使公司的 发展目标与个人发展目标相一致。也就是说，所谓企业的竞争，就是人才的竞 争，企业想发展，就要留住人才，想留住人才，就要找到适合自身企业发展的 管理模式，实现企业对人力资源的有效地管理，提高企业的整体绩效水平和凝 聚力，完成企业达到市场竞争能力的提升。 近年来，锐丰船厂始终以市场为导向，紧紧围绕打造企业核心竞争力为目 标，使企业在保持已有市场份额持续提升的基础上，不断以新产品、新客户占 领市场。对于锐丰船厂而言，目前正处于增长状态，船舶订单的迅速增长带给 企业的是组织结构迅速膨胀、员工队伍日渐庞大、管理技能匮乏，流程及规范 不健全逐渐成为制约船厂增长的主要问题。如何解决好这些问题就成为了目前 船厂具有战略意义发展的关键所在，而绩效管理体系优化就是解决这些问题的 金钥匙。 本文对锐丰船厂工程技术部现有人员的绩效管理进行研究，从中发现目前 绩效管理体系中存在了目标不明确、设置不合理、结果不重视等问题。并通过 深入分析和研究发现了锐丰船厂目前疏于绩效管理的模式，导致了员工对公司 认识不够全面，对自身发展盲目，工作兴致不高等问题。对于锐丰船厂工程技 术部绩效考核体系所存在的问题，结合绩效管理所学相关理论和船厂的实际情 况，将原本的绩效考核体系进行优化，从绩效考核的计划、实施、考评、反馈 辅导四个方面入手，为技术部建立一套客观、准确、行之有效的绩效考评体系， 并对如何保障绩效考核体系可以顺利地进行做了研究，以此来实现技术部的根- II - 本任务，调动员工的工作积极性，开发员工的潜能，提升员工对企业的认知度 和归属感，达到增强企业的竞争力和综合实力的效果。 本文共分以下四个部分，第一部分绪论，主要从选题背景、研究意义和研 究方法与内容进行讲述。第二部分发现问题并进行分析，针对目前锐丰船厂技 术部的岗位职责，查找技术部的绩效考核现状，以及考核中存在的问题，并对 问题进行了详尽的分析。锐丰船厂技术部绩效考核的现状和问题分析，为整篇 报告提供了现实的分析依据。随后针对存在的问题提出改进措施，从考核计划、 实施、考评、反馈来构建船厂技术部绩效考核体系，最后分别从组织和制度支 持上对锐丰船厂绩效考核体系实施保障进行阐述。 本文进行的设计，意在于将绩效管理的理论运用到锐丰船厂工程技术部的 实际管理中去，提高技术部的整体水平，提升技术部员工的工作积极性，进一 步拉升船厂的管理水平，促进船厂持续发展，同时为同行业船厂的绩效管理提 供参考和借鉴。 关健词， 技术部，员工，绩效考核- III - Abstract Raffles Shipyard Engineering Technology Department Staff Performance Appraisal Scheme Optimization Performance management is the core and key of modern enterprise human resources management system,incentive,to retain, plays an important role and significanceto attract workers.In the fierce competition to maintain their own advantages,sustainable development, profit is thefundamental task of robust growth, and main problems ofmany enterprises in today's thinking. Make full use of the performance management,enterprise and employeebenefits of combining, the development goal of enterprises with employees personal development goals consistent.Fundamentally speaking, the competition of the enterprise,is the competition of talent, to retain talent, must frommanagement, find suitable for their own enterprisesmanagement mode, to realize effective management on human resource, improving the overall level of performanceand cohesion, to complete the enterprise to enhance the ability of market competition. In recent years, Raffles shipyard always is with the market oriented, closely focusing on building the core competitiveness of enterprises as the goal, so that enterprises in the basis of maintaining the existing marketshare continued to improve, continue to occupy the marketof new products, new customers. For Raffles shipyard, is currently in a state of growth, the rapid growth of shiporders enterprise is the rapid expansion of the growing ranks of the organizational structure, staff, lack ofmanagement skills, procedures and regulations is not perfect gradually become the main problem that restrictsthe growth of shipyard. How to solve these problems is the key to current shipyard development is of strategic significance, and the performance management system optimization is the golden key to solve these problems.- IV - Through the study of the performance management of theDepartment of engineering technology Ruifeng shipyardexisting staff, found from the current performance management system exists in the target is not clear, setting unreasonable, the results do not pay attention to issues such as. And the discovery of Ruifeng shipyard at presentneglect performance management model through in-depth analysis and research of the employees of the company,leading to lack of comprehensive understanding of itsdevelopment, blind, job interest not higher question. Forthe existing performance evaluation system of Engineering Technology Department Ruifeng shipyard problems,combined with practical situation of performance management theories and the shipyard, the originalperformance appraisal system optimization, performance appraisal, the implementation from the plan, evaluation,feedback guidance four aspects, the establishment of an objective, accurate, effective performance appraisal system for the technical Department, and how to protect theperformance appraisal system can be smoothly done research, the fundamental task in order to achieve the technical department, arouse the enthusiasm of the staff,the development potential of employees, raise staffawareness of enterprises and a sense of belonging, to enhance the competitiveness of enterprises and the overall strength of the effect. This paper consists of the following four parts: the first partis introduction, mainly about from the selected topic background, the research significance and the researchmethods and content. The second part problem found and analyzed, in view of the present Ruifeng shipyardtechnology department responsibilities, performance appraisal situation search technology department,and theproblems existing in the assessment, and the problems are analyzed in detail. Analysis of the present situation and problems of shipyard technical department performance appraisal Ruifeng, providing the basis for the whole thesisreality. Then put forward the improvement measures for the existing problems, to construct the performance evaluation system of- V - shipyard from the technical evaluation plan,implementation, appraisal, feedback, and finally from the organizational and institutional support of Ruifeng shipyardperformance appraisal system guarantee the implementation described. This paper designs, meaning lies in the performance management theory into the actual managementengineering department Ruifeng shipyard to, improve the overall level of Technology Department, improve the working enthusiasm of the staff, further Lasheng shipyardshipyard management level, promote sustainable development, at the same time, and provide the reference for the performance management of the same industryshipyard the. Keyword， technology department; staff; performance appraisal- 1 - 目 录 第 1 章 绪论................................................................................................................................. 1 1.1 研究背景....................................................................................................................... 1 1.2 研究意义....................................................................................................................... 2 1.3 研究方法与内容........................................................................................................... 3 第 2 章 锐丰船厂工程技术部绩效考核现状及问题分析.......................................................... 5 2.1 工程技术部的岗位职责............................................................................................... 5 2.2 绩效考核现状............................................................................................................... 7 2.3 绩效考核目前存在的问题......................................................................................... 12 2.4 绩效考核存在问题的原因分析 ................................................................................. 13 第 3 章 锐丰船厂工程技术部绩效考评方案的构建................................................................ 16 3.1 工程技术部绩效考核体系构建的计划 ..................................................................... 16 3.2 工程技术部绩效考核体系实施 ................................................................................. 18 3.3 工程技术部绩效考核体系考评 ................................................................................. 25 3.4 工程技术部绩效考核反馈辅导机制设计 ..................................................................27 第 4 章 锐丰船厂工程技术部绩效考评实施的保障................................................................ 30 4.1 工程技术部绩效考核实施的组织机构设立 ............................................................. 30 4.2 工程技术部绩效考核实施的职能人员配备 ............................................................. 31 4.3 工程技术部绩效考核实施的奖惩制度完善 ............................................................. 32 结 论........................................................................................................................................... 34