湖南粮油公司员工绩效考核研究
|
摘要
随着国有企业以及外贸体制的进一步改革,湖南粮油食品进出口集团有限公司将面临更加激烈的竞争。人力资源管理中的绩效管理正成为一个日益关键的问题。随着企业管理意识和管理水平的日益提高,管理者开始认识到绩效管理在改善企业经营业绩、培养优秀员工队伍、塑造企业核心竞争优势等方面的重要意义。如何客观、公正、公平、合理地补偿为企业做出贡献的劳动者,从而既有利于企业的发展,又能保证员工从绩效考核中获得经济上、心理上的满足,就成为企业必须解决的重要问题。湖南粮油公司近几年来,为适应形势发展的需要,大力推进绩效考核工作,取得了较好的效果,但与先进行业相比,尚存在一定的差距。因此,开展对湖南粮油绩效考核方案设计有很大的必要性。
本论文通过对绩效管理相关理论的研究,澄清了目前对绩效管理、绩效考核的模糊和片面认识,对系统的绩效管理方法如平衡计分卡、关键绩效指标、目标管理等的科学性、系统性进行了详细的论述。
本论文介绍了湖南粮油公司的经营情况及发展情况,分析了湖南粮油公司人力资源的现状,以及现行考核模式,并对企业目前的员工考核模式存在的主要问题进行了分析。结合湖南省粮油公司的组织结构特点,总结现行员工绩效管理体系的优点和不足,针对存在的问题提出新的绩效管理改进方案。其主要的指导思想是强调个人绩效指标要与公司绩效计划相结合,公司要注重员工的职业发展需要,各个部门在考核中都要按照各自的职能为公司各部门的绩效计划提出自己的建议,实现企业绩效目标的多向沟通。
为了保障公司绩效管理体系的有效实施,从绩效考核的实施要点和制度建设及体系运行中应当注意的问题等方面,对该体系的实施突出了具体的保障措施和建议。
总而言之,绩效考核是现代人力资源管理中的核心问题,正确运用好绩效考核方法,能够极大限度地调动员工的积极性和创造性。对此,我们各个企业一定要从战略和全局的角度给与充分地重视,让绩效考核更好地为企业发展服务。
With the further reform of state-owned enterprises and foreign trade system, Hunan Cereals, Oils & Foodstuffs Import & Export Group Corporation Limited (hereinafter referred to as Hncof) will have to face a more intensive marketing competition than before. Performance management in human resource management is becoming a key issue with each passing day. With the increasing improvement of the awareness of enterprise management and manage level, managers become to realize the importance of performance management in the range of ameliorating business performance, training excellent employees and building core competition dominance. How to compensate employees for their contributions for their enterprise externally, fairly and reasonably to be propitious to enterprise development and to satisfy employees' demands in economy and mentally from performance evaluation, this becomes an important problem which has to be resolved by enterprises. In the last few years, in order to adapt the demands of situation development, Hncof pushed forward performance evaluation strongly, and obtained good effects. However, compared with the advanced professions, there still exists certain margin. Therefore, it is quite essential to design a performance evaluation project for Hncof.
On the study of correlation theories of performance management, it clarifies confused and lopsided knowledge about the performance management and performance evaluation, and a careful exposition on the BSC, KPI and MBO is made scientifically, systematically and logically.
This dissertation introduced the operation and development of Hncof and analyzed its current human resource situation, mode of actual performance evaluation and main problems. Combining features of organizational structure of Hncof, this dissertation summarized merits and defects of its current performance management system and brought forward a new improvement project of performance management on existent problems. The main guiding ideology was to emphasize that personal performance index should combine with enterprise performance plan, the enterprise should pay attention to employees' development demands and during performance evaluation, each department should bring forward its suggestions according to its functions for the performance plan of each department in the enterprise to implement communication of enterprise performance plan in multi-aspects.
In order to insure effective implementation of enterprise performance management system, from its practice key point, system building and problems ought to notice while running, it gave prominence to concrete implementation securities and suggestions.
To sum it up, the performance evaluation is a core problem within modern human resource management. An accurate use of performance evaluation method can maximally mobilize employee's aggressiveness and creativeness. To this, our each business enterprise must pay regards to it from the angle of strategy and overall situation to service enterprise development better.
本论文通过对绩效管理相关理论的研究,澄清了目前对绩效管理、绩效考核的模糊和片面认识,对系统的绩效管理方法如平衡计分卡、关键绩效指标、目标管理等的科学性、系统性进行了详细的论述。
本论文介绍了湖南粮油公司的经营情况及发展情况,分析了湖南粮油公司人力资源的现状,以及现行考核模式,并对企业目前的员工考核模式存在的主要问题进行了分析。结合湖南省粮油公司的组织结构特点,总结现行员工绩效管理体系的优点和不足,针对存在的问题提出新的绩效管理改进方案。其主要的指导思想是强调个人绩效指标要与公司绩效计划相结合,公司要注重员工的职业发展需要,各个部门在考核中都要按照各自的职能为公司各部门的绩效计划提出自己的建议,实现企业绩效目标的多向沟通。
为了保障公司绩效管理体系的有效实施,从绩效考核的实施要点和制度建设及体系运行中应当注意的问题等方面,对该体系的实施突出了具体的保障措施和建议。
总而言之,绩效考核是现代人力资源管理中的核心问题,正确运用好绩效考核方法,能够极大限度地调动员工的积极性和创造性。对此,我们各个企业一定要从战略和全局的角度给与充分地重视,让绩效考核更好地为企业发展服务。
With the further reform of state-owned enterprises and foreign trade system, Hunan Cereals, Oils & Foodstuffs Import & Export Group Corporation Limited (hereinafter referred to as Hncof) will have to face a more intensive marketing competition than before. Performance management in human resource management is becoming a key issue with each passing day. With the increasing improvement of the awareness of enterprise management and manage level, managers become to realize the importance of performance management in the range of ameliorating business performance, training excellent employees and building core competition dominance. How to compensate employees for their contributions for their enterprise externally, fairly and reasonably to be propitious to enterprise development and to satisfy employees' demands in economy and mentally from performance evaluation, this becomes an important problem which has to be resolved by enterprises. In the last few years, in order to adapt the demands of situation development, Hncof pushed forward performance evaluation strongly, and obtained good effects. However, compared with the advanced professions, there still exists certain margin. Therefore, it is quite essential to design a performance evaluation project for Hncof.
On the study of correlation theories of performance management, it clarifies confused and lopsided knowledge about the performance management and performance evaluation, and a careful exposition on the BSC, KPI and MBO is made scientifically, systematically and logically.
This dissertation introduced the operation and development of Hncof and analyzed its current human resource situation, mode of actual performance evaluation and main problems. Combining features of organizational structure of Hncof, this dissertation summarized merits and defects of its current performance management system and brought forward a new improvement project of performance management on existent problems. The main guiding ideology was to emphasize that personal performance index should combine with enterprise performance plan, the enterprise should pay attention to employees' development demands and during performance evaluation, each department should bring forward its suggestions according to its functions for the performance plan of each department in the enterprise to implement communication of enterprise performance plan in multi-aspects.
In order to insure effective implementation of enterprise performance management system, from its practice key point, system building and problems ought to notice while running, it gave prominence to concrete implementation securities and suggestions.
To sum it up, the performance evaluation is a core problem within modern human resource management. An accurate use of performance evaluation method can maximally mobilize employee's aggressiveness and creativeness. To this, our each business enterprise must pay regards to it from the angle of strategy and overall situation to service enterprise development better.
引文
[1]王怀明.绩效管理.山东:山东人民出版社,2003,12,2-3
[2]理查德·威廉姆斯.组织绩效管理.北京:清华大学出版社,2002,34-35
[3]雷蒙德·A·诺伊,约翰·霍伦拜克,拜雷·格RAM I帕特雷克,莱特.人力资源管理.北京:中国人民大学出版社,2001,323
[4]王璞.人力资源管理咨询实务.北京:机械工业出版社,2003,1
[5]张伟,张淑华.从智力测量方法的演进看现代人才能力测评的发展趋势.社会科学辑刊,2004,(1):12-13
[6]黄洁华,陈小红.智力及其测量研究新进展.心理科学,2000,(2):2
[7]梁建.人事测评技术及其理论发展.外国经济与管理,2000,(7):19-23
[8]M. R. Barrick&G. L. Stewart. Relating Member Ability and Personality to Work-Team Process and Team Effectiveness Ul. Journal of Applied Psychology, 1998, 83(3): 377-391
[9]Borman, C Hanson, & W. Hedge. Personal Selection JI. Annual Review of Psychology, 1997, 48: 299-337
[10]Henry Mintzberg, Steve Werner. How much does performance matter? A Meta-Analysis of CEO pay studies. Journal of Management, 1992, 26(2): 301-339
[11]Edilbeno F, Montemayor. A behavioral agency model of managerial risk taking,Academy of Management Review,1996,23:133-153
[12]Mahoney. Agency Problems and Theory of the firm. J. of Political Economy, 1989, (6): 288-307
[13]刘力钢,隋鑫.人力资源的价值链理论与企业绩效提升策略研究.中国人力资源开发,2004,(9):9-15
[14]廖泉文.人和资源考评系统.济南:山东人民出版社,2000,46-50
[15]胡雪.员工绩效考核.北京:经济日报出版社,2004,34
[16]岳渤.绩效考核纳入企业经济成本核算的完整体系.中国人力资源开发,2006,(3):3-4
[17]Luthans, Stajkovic. Executive compensation contracting and responses to increased tax costs: [thesis] The Pennsylvania State University, 1998, 1-3
[18]罗帆,平芸.三种激励因素对工作绩效的微观影响.企业管理,2006,(2):14-15
[19]李锡元,王艳艳.闲暇成本理论的回顾和分析.中国人力资源开发,2003,(5): 17-19
[20]沈鸿,刘黔川.效用论在绩效考核管理中的应用.煤炭企业管理,2005,(6):44-45
[21]卿建中.KPI考核──企业绩效管理的基础.IT经理世界,2002,(1):15-16
[22]孙国庆.目标管理与绩效考核.辽宁行政学院学报,2001,(6):14-15
[23][美]米歇尔·贝克特尔.目标管理.沈阳:中信出版社,2002,55
[24]付亚和,许玉林.绩效管理.上海:复旦大学出版社 2003,257-260,274
[25]秦杨勇,田志宝.平衡计分卡与绩效管理.北京:中国经济出版社,2005,13-26
[26]刘平,杨玉武,高晓红.传统的绩效考评与系统的绩效管理,重庆商学院学报,2002,9(18):17-19
[27]David A. Nadler. Competing by design: the power of organizational architecture. New York: Oxford University Press, 1997, 32
[28]Richard L. Daft. Essentials of Organization Theory & Design. Beijing: China Machine Press/Thomson Leaning, 2001, 204
[29]Paul R. Niven. Balanced Scorecard Step-By-Step (New York: John Wiley, 2002)
[30]Jay R. Weiser. Organizational Aligenment: Are we heading in the same direction? The Kansas Banker: 90-11-15
[31]秦杨勇,田志宝.平衡计分卡与绩效管理.北京:中国经济出版社,2005,25-26
[32]冉斌.目标与绩效管理.深圳:海天出版社.2002,78-79
[33]武欣.绩效管理实务手册.北京:机械工业出版社,2001,12-14
[34]罗伯特·巴克沃.绩效管理─如何考评员工表现,北京:中国标准出版社,2000,45-50
[35]华茂通咨询.现代企业人力资源解决方案.北京:中国物资出版社,2004,60
[36]胡红卫.如何不让考核流于形式.中外管理,2002,(11):57-60
[37]于秀芝.人力资源管理.北京:经济管理出版社,2001,18-20
[38]钱树刚.国企绩效考评误区.中国人力资源开发,2001,(4):64-65
[39]杨序国.何稳根.绩效管理何以见绩效.湖南:湖南科学技术出版社,2005,2-15
[40]姜定维.蔡巍.奔跑的蜈蚣.北京:京华出版社,2002,5-6
[2]理查德·威廉姆斯.组织绩效管理.北京:清华大学出版社,2002,34-35
[3]雷蒙德·A·诺伊,约翰·霍伦拜克,拜雷·格RAM I帕特雷克,莱特.人力资源管理.北京:中国人民大学出版社,2001,323
[4]王璞.人力资源管理咨询实务.北京:机械工业出版社,2003,1
[5]张伟,张淑华.从智力测量方法的演进看现代人才能力测评的发展趋势.社会科学辑刊,2004,(1):12-13
[6]黄洁华,陈小红.智力及其测量研究新进展.心理科学,2000,(2):2
[7]梁建.人事测评技术及其理论发展.外国经济与管理,2000,(7):19-23
[8]M. R. Barrick&G. L. Stewart. Relating Member Ability and Personality to Work-Team Process and Team Effectiveness Ul. Journal of Applied Psychology, 1998, 83(3): 377-391
[9]Borman, C Hanson, & W. Hedge. Personal Selection JI. Annual Review of Psychology, 1997, 48: 299-337
[10]Henry Mintzberg, Steve Werner. How much does performance matter? A Meta-Analysis of CEO pay studies. Journal of Management, 1992, 26(2): 301-339
[11]Edilbeno F, Montemayor. A behavioral agency model of managerial risk taking,Academy of Management Review,1996,23:133-153
[12]Mahoney. Agency Problems and Theory of the firm. J. of Political Economy, 1989, (6): 288-307
[13]刘力钢,隋鑫.人力资源的价值链理论与企业绩效提升策略研究.中国人力资源开发,2004,(9):9-15
[14]廖泉文.人和资源考评系统.济南:山东人民出版社,2000,46-50
[15]胡雪.员工绩效考核.北京:经济日报出版社,2004,34
[16]岳渤.绩效考核纳入企业经济成本核算的完整体系.中国人力资源开发,2006,(3):3-4
[17]Luthans, Stajkovic. Executive compensation contracting and responses to increased tax costs: [thesis] The Pennsylvania State University, 1998, 1-3
[18]罗帆,平芸.三种激励因素对工作绩效的微观影响.企业管理,2006,(2):14-15
[19]李锡元,王艳艳.闲暇成本理论的回顾和分析.中国人力资源开发,2003,(5): 17-19
[20]沈鸿,刘黔川.效用论在绩效考核管理中的应用.煤炭企业管理,2005,(6):44-45
[21]卿建中.KPI考核──企业绩效管理的基础.IT经理世界,2002,(1):15-16
[22]孙国庆.目标管理与绩效考核.辽宁行政学院学报,2001,(6):14-15
[23][美]米歇尔·贝克特尔.目标管理.沈阳:中信出版社,2002,55
[24]付亚和,许玉林.绩效管理.上海:复旦大学出版社 2003,257-260,274
[25]秦杨勇,田志宝.平衡计分卡与绩效管理.北京:中国经济出版社,2005,13-26
[26]刘平,杨玉武,高晓红.传统的绩效考评与系统的绩效管理,重庆商学院学报,2002,9(18):17-19
[27]David A. Nadler. Competing by design: the power of organizational architecture. New York: Oxford University Press, 1997, 32
[28]Richard L. Daft. Essentials of Organization Theory & Design. Beijing: China Machine Press/Thomson Leaning, 2001, 204
[29]Paul R. Niven. Balanced Scorecard Step-By-Step (New York: John Wiley, 2002)
[30]Jay R. Weiser. Organizational Aligenment: Are we heading in the same direction? The Kansas Banker: 90-11-15
[31]秦杨勇,田志宝.平衡计分卡与绩效管理.北京:中国经济出版社,2005,25-26
[32]冉斌.目标与绩效管理.深圳:海天出版社.2002,78-79
[33]武欣.绩效管理实务手册.北京:机械工业出版社,2001,12-14
[34]罗伯特·巴克沃.绩效管理─如何考评员工表现,北京:中国标准出版社,2000,45-50
[35]华茂通咨询.现代企业人力资源解决方案.北京:中国物资出版社,2004,60
[36]胡红卫.如何不让考核流于形式.中外管理,2002,(11):57-60
[37]于秀芝.人力资源管理.北京:经济管理出版社,2001,18-20
[38]钱树刚.国企绩效考评误区.中国人力资源开发,2001,(4):64-65
[39]杨序国.何稳根.绩效管理何以见绩效.湖南:湖南科学技术出版社,2005,2-15
[40]姜定维.蔡巍.奔跑的蜈蚣.北京:京华出版社,2002,5-6