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MBA毕业论文_公司劳务派遣员工绩效管理体系的优化研究PDF

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目前,随着劳务派遣这种用工方式在国内市场上的广泛应用,此种用工方式已 成为眼下国有企业一种普遍的用工方式。从根本上说,劳务派遣的用工方式既可以 降低国有企业的人工成本,同时又可以利用这种用工方式的自身特点来发展企业的 战略目标。但如何能够使劳务派遣员工在工作岗位上发挥自身的价值,如何通过有 效的绩效管理体系来激发员工的潜能,如何通过提高劳务派遣员工的个人效能来提 高企业的整体业绩已成为一个亟待解决的问题。 本文以Y公司劳务派遣员工为研究对象。首先,介绍研究的背景及意义;其次, 通过对国内外研究现状以及相关概念进行了梳理,为下文的实例论证奠定了理论基 矗之后,将Y公司的整体结构进行了介绍,包括公司概况、组织构成及人员结构 等情况,重点对Y公司劳务派遣员工的绩效管理体系现状进行介绍。在此基础之上, 通过选取Y公司一定数量的劳务派遣员工作为调查对象,运用问卷调查的方法了解 劳务派遣员工对于本公司绩效管理体系的认知程度,同时将问卷调查的结果进行收 集、整理、分析,找出Y公司劳务派遣员工绩效管理体系存在的问题,以便于下一 步的优化设计。 通过对劳务派遣员工调查问卷结果的分析得出,公司对于劳务派遣员工的绩效 管理体系存在绩效目标计划制定不全面、绩效考核指标较为单一、缺乏双向沟通机 制等问题。针对诸如此类的问题,文章主要通过主基二元考核的方法对Y公司劳务 派遣员工的绩效目标计划进行细分并重新设定。同时采用较为成熟的绩效管理方法 和措施,通过合理、高效的管理措施,不断优化和改进劳务派遣员工的绩效管理体 系。加强绩效考核结果的应用,将绩效考核结果与劳务派遣员工自身的发展联系起 来,同时增强公司管理人员与劳务派遣人员的沟通、交流,帮助企业吸引人才,也 帮助企业留住人才。 绩效管理的目的是为了能够帮助和辅助员工提高自身的工作能力,合理的绩效 管理体系的应用不仅可以起到激励员工的作用,还可以引导员工提升个人价值。优 化后的绩效管理体系将不同岗位的工作目标进行细分,根据不同岗位的工作特点将 绩效考核指标进行细化,加强领导层与劳务派遣员工的沟通及反馈机制,做到有问题 及时沟通,及时整改,争取新的绩效管理体系可以适用于每一位劳务派遣员工。同 时加强绩效管理体系的保障措施,确保优化后的绩效管理体系能够有效的提高劳务 派遣员工的个人绩效,提升劳务派遣员工的工作效能,提高劳务派遣员工的满意度 和忠诚度,增加劳务派遣员工的企业归属感和企业获得感,最大限度地发挥Y公司 劳务派遣员工的个人能力,通过个人效能的提升达到企业的整体业绩水平的提升, II 从而提高本企业在同行业企业之间的竞争力,增加企业利润,帮助企业实现战略目 标。 关键词:劳务派遣;绩效管理体系;绩效考核 III ResearchontheOptimizationofPerformanceManagementSystemof LaborDispatchedEmployeesofCompanyY Abstract Atpresent,withthewidespreaduseofthismethodoflabordispatchinginthe domesticmarket,thismethodoflaborhasbecomeacommonmethodoflaborfor state-ownedenterprises.Fundamentallyspeaking,theemploymentmethodoflabor dispatchingcannotonlyreducethelaborcostofstate-ownedenterprises,butalsousethe characteristicsofthisemploymentmethodtodevelopthestrategicgoalsofenterprises. However,howtoenablethedispatchedemployeestoexerttheirownvalueonthejob, howtostimulatethepotentialoftheemployeesthroughaneffectiveperformance managementsystem,andhowtoimprovetheoverallperformanceoftheenterpriseby improvingthepersonaleffectivenessofthedispatchedemployeeshavebecomeanurgent needtoberesolvedproblem. ThisarticletakescompanyY'slabordispatchedemployeesastheresearchobject. First,introducethebackgroundandsignificanceoftheresearch;secondly,bycombing theresearchstatusandrelatedconceptsathomeandabroad,ithaslaidatheoretical foundationforthefollowingexampledemonstration.Afterthat,theoverallstructureof CompanyYwasintroduced,includingthecompanyprofile,organizationalstructureand personnelstructure,etc.,withafocusonthestatusoftheperformancemanagement systemofcompanyY’slabordispatchedemployees.Onthisbasis,byselectingacertain numberoflabordispatchedemployeesofCompanyYasthesurveyobject,the questionnairesurveymethodisusedtounderstandthelabordispatchedemployees' awarenessofthecompany'sperformancemanagementsystem,andtheresultsofthe surveyarecollectedandsorted.Analyzeandfindouttheproblemsintheperformance managementsystemofthecompany'slabordispatchedemployees,soastofacilitatethe optimaldesignofthenextstep. Throughtheanalysisoftheresultsofthequestionnaireoflabordispatched employees,itisconcludedthatthecompany'sperformancemanagementsystemforlabor dispatchedemployeeshasproblemssuchasincompleteperformancetargetplanning, singleperformanceevaluationindicators,andlackoftwo-waycommunication mechanisms.Inresponsetosuchproblems,thearticlemainlysubdividesandresetsthe IV performancetargetplanofthecompany'slabordispatchedemployeesthroughthemain basebinaryassessmentmethod.Atthesametime,itadoptsmorematureperformance managementmethodsandmeasures,andcontinuouslyoptimizesandimprovesthe performancemanagementsystemoflabordispatchedemployeesthroughreasonableand efficientmanagementmeasures.Strengthentheapplicationofperformanceappraisal results,linktheperformanceappraisalresultswiththedevelopmentoflabordispatched employeesthemselves,andatthesametimeenhancethecommunicationandexchanges betweencompanymanagementpersonnelandlabordispatchedpersonneltohelp companiesattracttalentsandhelpthemretaintalents. Thepurposeofperformancemanagementistohelpandassistemployeestoimprove theirworkability.Theapplicationofareasonableperformancemanagementsystemcan notonlymotivateemployees,butalsoguideemployeestoenhancetheirpersonalvalue. Theoptimizedperformancemanagementsystemsubdividestheworkobjectivesof differentpositions,refinestheperformanceevaluationindicatorsaccordingtothework characteristicsofdifferentpositions,strengthensthecommunicationandfeedback mechanismbetweentheleadershipandthelabordispatchedemployees,andpromptly communicatesproblems.Maketimelycorrectionsandstriveforanewperformance managementsystemthatcanbeappliedtoeverylabordispatchedemployee.Atthesame time,strengthenthesafeguardsoftheperformancemanagementsystemtoensurethatthe optimizedperformancemanagementsystemcaneffectivelyimprovethepersonal performanceofthelabordispatchedemployees,improvetheworkefficiencyofthelabor dispatchedemployees,improvethesatisfactionandloyaltyofthelabordispatched employees,andincreasethelabordispatchedemployeesThesenseofbelongingand acquisitionofthecompanymaximizesthepersonalcapabilitiesofY’slabordispatching employees,andimprovestheoverallperformanceofthecompanythroughthe improvementofpersonalefficiency,therebyimprovingthecompetitivenessofthe companyamongcompaniesinthesameindustry.Increasecorporateprofitsandhelp companiesachievestrategicgoals. Keywords:labordispatch;performancesystem;performanceevaluation V 目录 第1章引言........................................................................................................................1 1.1研究背景及意义..........................................................................................................1 1.1.1研究背景..................................................................................................................1 1.1.2研究意义..................................................................................................................1 1.2研究现状......................................................................................................................2 1.2.1国外研究现状..........................................................................................................2 1.2.2国内研究现状..........................................................................................................5 1.3研究内容及方法..........................................................................................................9 1.3.1研究内容..................................................................................................................9 1.3.2研究方法................................................................................................................10 1.4研究创新点................................................................................................................10 第2章概念界定及相关理论概述..................................................................................11 2.1概念界定....................................................................................................................11 2.1.1劳务派遣..............