大庆油田测试分公司管理人员业绩考核与评价研究
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摘要
本文以大庆油田测试分公司管理人员为研究对象,对管理人员的业绩考核体系进行设计与实施。测试分公司是大庆油田有限责任公司下属单位,由于成立较晚,在诸多方面和国内外几大测井、测试公司相比有一定的差距,特别是在管理人员的业绩考评工作中,考评的质量、考核技术与方法等存在着许多弊病与不足,需要建立一套行之有效的激励与约束机制。
本文运用人力资源管理学、财务会计学、管理学等有关知识和理论,在学习和总结了前人对于绩效考评与激励机制研究理论知识的基础上,首先对大庆油田测试分公司绩效与激励的现状进行了分析,提出了管理人员业绩考评所依赖的基础工作,确定了业绩考评指标的思路;其次,着重对管理人员的业绩考评进行了全面深入分析研究,运用层次分析法和模糊综合评价法的原理,提出了管理人员模糊层次分析法过程,建立了层次分析模型,设计了管理人员业绩考核指标体系、指标权重体系以及指标考核评价标准;最后,提出了管理人员业绩考核实施程序,并根据对考核评价结果的分析,提出了对管理人员实施奖惩、兑现以及干部资源开发的建议。
本文的意义在于通过综合运用业绩考核理论、技术与方法,根据油田企业人力资源管理的实际情况,成功建立了适合于测试分公司的管理人员业绩考核体系,为油田企业其他方面绩效考核体系的建立提供参考和借鉴。
This paper has researched on Daqing Logging & Testing Services, concerned with the design and implementation of administrator performance assessment system,Owing to the fact that Daqing Logging & Testing Services is founded more late, It has the fixed gap at many aspects compared with several big logging and testing companies of home and abroad.During administrator performance assessment it exists many defalts include assessment level, assessment technology and motheds.It seem to be very urgen to build the validity mechanism of controlling and encouraging.
Here I like to mention some toolsadopted in this article:human resource management, finacial and management. All the studies are based on the history background and modern reality.First, This text analyze present condition and existing problem of performance about administrator.The next, introduce the evaluate principle and model of level structure analysis method and the faintness synthesized evaluate method, design the target system and target system percent and evaluation's standard system of performance about administrator, Finally, text bring up the working program of performance about administrator, bring up suggestion towards administrator putting of personnel into practice prize and punishment, cashing note and staffs resources develop.
Combined the reality of Oil-field enterprise, this paper has used performance appraisal theory, technology and method comprehensively, thus created performance assessment system that is suitable successfully for Daqing Logging & Testing Services.It could be used for the creation of other performance assessment system as for Oil-field enterprise.
本文运用人力资源管理学、财务会计学、管理学等有关知识和理论,在学习和总结了前人对于绩效考评与激励机制研究理论知识的基础上,首先对大庆油田测试分公司绩效与激励的现状进行了分析,提出了管理人员业绩考评所依赖的基础工作,确定了业绩考评指标的思路;其次,着重对管理人员的业绩考评进行了全面深入分析研究,运用层次分析法和模糊综合评价法的原理,提出了管理人员模糊层次分析法过程,建立了层次分析模型,设计了管理人员业绩考核指标体系、指标权重体系以及指标考核评价标准;最后,提出了管理人员业绩考核实施程序,并根据对考核评价结果的分析,提出了对管理人员实施奖惩、兑现以及干部资源开发的建议。
本文的意义在于通过综合运用业绩考核理论、技术与方法,根据油田企业人力资源管理的实际情况,成功建立了适合于测试分公司的管理人员业绩考核体系,为油田企业其他方面绩效考核体系的建立提供参考和借鉴。
This paper has researched on Daqing Logging & Testing Services, concerned with the design and implementation of administrator performance assessment system,Owing to the fact that Daqing Logging & Testing Services is founded more late, It has the fixed gap at many aspects compared with several big logging and testing companies of home and abroad.During administrator performance assessment it exists many defalts include assessment level, assessment technology and motheds.It seem to be very urgen to build the validity mechanism of controlling and encouraging.
Here I like to mention some toolsadopted in this article:human resource management, finacial and management. All the studies are based on the history background and modern reality.First, This text analyze present condition and existing problem of performance about administrator.The next, introduce the evaluate principle and model of level structure analysis method and the faintness synthesized evaluate method, design the target system and target system percent and evaluation's standard system of performance about administrator, Finally, text bring up the working program of performance about administrator, bring up suggestion towards administrator putting of personnel into practice prize and punishment, cashing note and staffs resources develop.
Combined the reality of Oil-field enterprise, this paper has used performance appraisal theory, technology and method comprehensively, thus created performance assessment system that is suitable successfully for Daqing Logging & Testing Services.It could be used for the creation of other performance assessment system as for Oil-field enterprise.
引文
[1]杜纲,管理数学基础[M],天津:天津大学出版社,2003 年
[2]朱福东,管理系统设计[M],北京:中国人民大学出版社,1995 年
[3]常大勇,经济管理数学模型[M],北京:北京经济学院出版社,1996 年
[4]肖位枢:模糊数学基础及应用[M],北京:航空工业出版社,1997 年
[5]陈国嘉,如何绩效考核[M],北京:生活·读书·新知三联书店,1993 年
[6]斯蒂芬·P·罗宾斯,管理学[M],北京,中国人民大学出版社,1997 年
[7]金朝崇、李宗棍、高福成,现代信息系统教程[M],天津:天津大学出版社,1996 年
[8]侯光明,管理激励与约束[M],北京:北京理工大学出版社,1999 年
[9]朱福东,管理系统设计[M],北京:中国人民大学出版社,1995 年
[10]Michael Armstrong and Angela Baronl , Performance Management , London:The Cromwell Press,1998
[11]付亚和,许玉林,绩效管理[M],上海:复旦大学出版社,2003
[12]于吉永,企业经营分析与效绩评价[M],北京:中国石化出版社,2001
[13]Waggoner D.B, Neely A.D, Kennerley M.P, The forces that shape organizational performance measurement systems: An interdisciplinary review International Journal of Production Economics, 1999
[14]Begemann C. Dynamics of performance measurement systems [J].International Journal of Operations&Production Management,2000
[15] Douglas Clintonand Shimin Chen,Do New Performance Measures Up Management Accounting,1998(10)
[16] Robert S. Kaplan& David P. Norton, Using Balance Scorecard as Strategy Management System. Harvard Business Review, January-February, 1996
[17] Schen, K.S. Avoiding rank reversalin AHP decision-support models European Journal of Operational Research,1994
[2]朱福东,管理系统设计[M],北京:中国人民大学出版社,1995 年
[3]常大勇,经济管理数学模型[M],北京:北京经济学院出版社,1996 年
[4]肖位枢:模糊数学基础及应用[M],北京:航空工业出版社,1997 年
[5]陈国嘉,如何绩效考核[M],北京:生活·读书·新知三联书店,1993 年
[6]斯蒂芬·P·罗宾斯,管理学[M],北京,中国人民大学出版社,1997 年
[7]金朝崇、李宗棍、高福成,现代信息系统教程[M],天津:天津大学出版社,1996 年
[8]侯光明,管理激励与约束[M],北京:北京理工大学出版社,1999 年
[9]朱福东,管理系统设计[M],北京:中国人民大学出版社,1995 年
[10]Michael Armstrong and Angela Baronl , Performance Management , London:The Cromwell Press,1998
[11]付亚和,许玉林,绩效管理[M],上海:复旦大学出版社,2003
[12]于吉永,企业经营分析与效绩评价[M],北京:中国石化出版社,2001
[13]Waggoner D.B, Neely A.D, Kennerley M.P, The forces that shape organizational performance measurement systems: An interdisciplinary review International Journal of Production Economics, 1999
[14]Begemann C. Dynamics of performance measurement systems [J].International Journal of Operations&Production Management,2000
[15] Douglas Clintonand Shimin Chen,Do New Performance Measures Up Management Accounting,1998(10)
[16] Robert S. Kaplan& David P. Norton, Using Balance Scorecard as Strategy Management System. Harvard Business Review, January-February, 1996
[17] Schen, K.S. Avoiding rank reversalin AHP decision-support models European Journal of Operational Research,1994