资阳电力公司团队绩效考核系统的设计与实现
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摘要
全球网络化、信息化、使经济建立在知识的基础上,企业之间的竞争在相当大的程度上表现为人才的竞争,人力资源作为一种智力资本,成为企业财富和资本的第一资源,是强化企业核心竞争力的重要手段。电力企业作为技术密集型组织,其运行效率、安全性能等方面均取决于管理水平的高低,而有效的绩效管理有助于提高企业的管理水平和竞争力,促进员工发展和组织绩效改善,最终实现企业战略目标。作为绩效管理活动中一个重要环节的绩效考核,其考核效率、透明度直接影响着企业的绩效管理是否有效。因此,建立科学的计算机化的绩效考核系统可以克服以往纸质绩效考核中的诸多弊端,让考核过程更加简便,增加透明度,减少人工收集汇总工作量,提高效率,对帮助企业实现有效的绩效管理具有现实而重要的意义。本文将在资阳电力公司现有已形成的一套针对团队绩效考核机制的基础上,对资阳电力公司团队绩效管理信息化系统进行系统设计。
本文首先介绍了绩效管理和绩效考核在企业人力资源中的重要作用,建立绩效考核系统的优势和必要性,以及国内外研究现状和本文的研究内容;然后阐述了资阳电力公司对绩效考核信息系统的需求分析和实现技术,包括对公司现有绩效考核方式不足的分析,在归纳总结需求的基础上,提出了系统在网络模式、系统框架、数据库选择、连接池的选用等方面准备运用实现的技术;最后详细研究了系统的设计与实现,包括功能体系结构设计、数据结构设计、数据操作层设计、数据控制层设计及界面设计等。
本系统采用SPRING+STRUTS+IBATIS技术进行系统框架设计,简化了业务开发流程,具有灵活性和重用性的优点,实现了绩效考核的基本功能:设定考核指标、下达和分发指标、确认考核等。
通过本文研究的团队绩效考核系统,可以使绩效考核过程通过网络自动流转,并自动汇总生成考核结果,并且在考核过程中尽可能规避一些主观因素,让考核过程更加简便,增加透明度,减少人工收集汇总工作量,提高效率,从而使企业的绩效管理工作更有实效,不断提升企业的核心竞争力。
The globalization and Informationization has ushered in the Knowledge-based economy time which made the competition of talents becomes more and more fierce in nowaday enterprises. The human resources called Intellectual Capital becomes the nuclear competitiveness in Enterprise Resource. The operation efficiency and security performance of the Power Enterprises which are technology intensive depend on the management level .While,the effective Performance Management is to be useful to improve the enterprises’management level、competitiveness or to promote the employee’development, and eventually to accomplish the strategic goal. The Performance Evaluation as a key link of Performance Management influences the latter directly through it’s transparency and efficiency.So that ,establishing a Computerization of Performance Evaluation can overcome its old paper type’s shortcomings such as large quantities of manual workload and transparency of evaluation in low level. This paper is to design the State Grid Corporation of Ziyang’s Informationization of Performance Management, based on the current mechanism of Performance Evaluation.
The main contents of the paper are as fo11ows: First, introduce the important role of Performance Evaluation and Performance Management in HR management of an enterprise、the superior forces and necessity of establishing an informationization system of evaluation、and the research situation in this sphere both at home and abroad. Second, elaborate the demand forecasting of Informationization of Performance Management, put forward the techniques in Cmputer Network Model、Optimizing Database and Connection Pool to materialize the informationization through an analysis of the defects of the the current mechanism of Performance Evaluation.Finally, present detailed study of the design and materializing of Informationization of Performance Management ,includeing the design of Functional System、the design of Data Structure、the design of Data Operation Layer、the design of Data Control Layer and the interface design.
The flexible application of the informationization simplifise the business development process by using the SPRING+STRUTS+IBATIS techniques,and realize the basic functions of Performance Evaluation: setting、assigning、decomposing the evaluation goal,and confirming the evaluation result.
Informationization of Performance Management studied in the paper make the Performance Evaluation circulate and generate the evaluation reslut on the network automaticly as to evade some subjective factors , improve the level of the transparency of evaluation, reduce the quantities of manual workload.That may be the best way to promote efficiency of Performance Management or enterprises’nuclear competitiveness.
本文首先介绍了绩效管理和绩效考核在企业人力资源中的重要作用,建立绩效考核系统的优势和必要性,以及国内外研究现状和本文的研究内容;然后阐述了资阳电力公司对绩效考核信息系统的需求分析和实现技术,包括对公司现有绩效考核方式不足的分析,在归纳总结需求的基础上,提出了系统在网络模式、系统框架、数据库选择、连接池的选用等方面准备运用实现的技术;最后详细研究了系统的设计与实现,包括功能体系结构设计、数据结构设计、数据操作层设计、数据控制层设计及界面设计等。
本系统采用SPRING+STRUTS+IBATIS技术进行系统框架设计,简化了业务开发流程,具有灵活性和重用性的优点,实现了绩效考核的基本功能:设定考核指标、下达和分发指标、确认考核等。
通过本文研究的团队绩效考核系统,可以使绩效考核过程通过网络自动流转,并自动汇总生成考核结果,并且在考核过程中尽可能规避一些主观因素,让考核过程更加简便,增加透明度,减少人工收集汇总工作量,提高效率,从而使企业的绩效管理工作更有实效,不断提升企业的核心竞争力。
The globalization and Informationization has ushered in the Knowledge-based economy time which made the competition of talents becomes more and more fierce in nowaday enterprises. The human resources called Intellectual Capital becomes the nuclear competitiveness in Enterprise Resource. The operation efficiency and security performance of the Power Enterprises which are technology intensive depend on the management level .While,the effective Performance Management is to be useful to improve the enterprises’management level、competitiveness or to promote the employee’development, and eventually to accomplish the strategic goal. The Performance Evaluation as a key link of Performance Management influences the latter directly through it’s transparency and efficiency.So that ,establishing a Computerization of Performance Evaluation can overcome its old paper type’s shortcomings such as large quantities of manual workload and transparency of evaluation in low level. This paper is to design the State Grid Corporation of Ziyang’s Informationization of Performance Management, based on the current mechanism of Performance Evaluation.
The main contents of the paper are as fo11ows: First, introduce the important role of Performance Evaluation and Performance Management in HR management of an enterprise、the superior forces and necessity of establishing an informationization system of evaluation、and the research situation in this sphere both at home and abroad. Second, elaborate the demand forecasting of Informationization of Performance Management, put forward the techniques in Cmputer Network Model、Optimizing Database and Connection Pool to materialize the informationization through an analysis of the defects of the the current mechanism of Performance Evaluation.Finally, present detailed study of the design and materializing of Informationization of Performance Management ,includeing the design of Functional System、the design of Data Structure、the design of Data Operation Layer、the design of Data Control Layer and the interface design.
The flexible application of the informationization simplifise the business development process by using the SPRING+STRUTS+IBATIS techniques,and realize the basic functions of Performance Evaluation: setting、assigning、decomposing the evaluation goal,and confirming the evaluation result.
Informationization of Performance Management studied in the paper make the Performance Evaluation circulate and generate the evaluation reslut on the network automaticly as to evade some subjective factors , improve the level of the transparency of evaluation, reduce the quantities of manual workload.That may be the best way to promote efficiency of Performance Management or enterprises’nuclear competitiveness.
引文
[1]任文慧.绩效考核与绩效管理初探[J].人力资源开发,2010,11
[2]蒋春华.浅谈企业人力资源绩效管理体系[J].财经界,2010,11;
[3]荆涛.论事业单位的人力资源的管理与绩效考核[J].科技资讯,2009,20
[4]张丹.电力企业绩效管理初探[J].现代商业,2010,14
[5]王银海.论我国国有企业人力资源绩效考核问题与对策[J].中小企业管理与科技(下旬刊),2010,03
[6]籍丽宏.浅议国有企业绩效考核中的问题及解决措施[J].科学之友,2010,03
[7]王涛.绩效考核实施不力初探[J].大众商务,2010,02
[8]田霞;贾小燕.英美国家地方政府绩效管理及其对中国的借鉴意义[J].生产力研究,2009, 05
[9]陈初昇.国内外地方政府绩效管理比较研究[J].佛山科学技术学院学报(社会科学版),2008,01
[10] H.Bredrup.Environmental Purchasing and firm performance:an empiricalInves -tigation.Transportation Research Part 1999(9):752—756
[11] Balkan&Gomez-Mejia.Firm Resources and Sustained Competitive Advantage Journ -al ofManagement,1999(17):34-38
[12]宋伯庐.我国国有企业绩效管理模式的演变[J].中国集体经济,2008,6
[13]马璐.现代企业绩效评价系统的演变与发展趋势[J]科技进步与对策,2004,07
[14]张飞.绩效评估在企业绩效管理中的应用与研究[J]轻型汽车技术, 2010,10
[15] Salsa Ammar&Ronaldw right.Human resource management:Strategicperspec -tive.0rganizational Dynamics,1981(4):51-56
[16]严赛男.对国有企业绩效评估的探究[J]价值工程,2010,27
[17]陈欣,黄坤.绩效考核系统的设计与实现[J].池州学院学报,2008,03
[18]张伟,彭岩,许英强.基于平衡计分卡的人力资源绩效考核系统设计[J].计算机工程与设计,2009,13
[19] DouglasH.Flint,Business Policy:Cases,Incidents and Readings,Allyn and Bacon,Inc,1996(10):203-210
[20]李晓燕.基于spring框架的应用设计[J].价值工程,2010,16
[21]麦耿龙,马晓霜,刘冰.基于struts与hibernate企业信息系统的设计与实现[J].价值工程,2010,15
[22]拓守恒.基于hibernate和ibatis框架的混合持久化技术的应用[J].计算机时代,2009,12
[23] Robert S,Kaplan and David e.Norton,Putting the Balanced Scorecard to Work.HarvardBusiness Review,1993,134—147
[2]蒋春华.浅谈企业人力资源绩效管理体系[J].财经界,2010,11;
[3]荆涛.论事业单位的人力资源的管理与绩效考核[J].科技资讯,2009,20
[4]张丹.电力企业绩效管理初探[J].现代商业,2010,14
[5]王银海.论我国国有企业人力资源绩效考核问题与对策[J].中小企业管理与科技(下旬刊),2010,03
[6]籍丽宏.浅议国有企业绩效考核中的问题及解决措施[J].科学之友,2010,03
[7]王涛.绩效考核实施不力初探[J].大众商务,2010,02
[8]田霞;贾小燕.英美国家地方政府绩效管理及其对中国的借鉴意义[J].生产力研究,2009, 05
[9]陈初昇.国内外地方政府绩效管理比较研究[J].佛山科学技术学院学报(社会科学版),2008,01
[10] H.Bredrup.Environmental Purchasing and firm performance:an empiricalInves -tigation.Transportation Research Part 1999(9):752—756
[11] Balkan&Gomez-Mejia.Firm Resources and Sustained Competitive Advantage Journ -al ofManagement,1999(17):34-38
[12]宋伯庐.我国国有企业绩效管理模式的演变[J].中国集体经济,2008,6
[13]马璐.现代企业绩效评价系统的演变与发展趋势[J]科技进步与对策,2004,07
[14]张飞.绩效评估在企业绩效管理中的应用与研究[J]轻型汽车技术, 2010,10
[15] Salsa Ammar&Ronaldw right.Human resource management:Strategicperspec -tive.0rganizational Dynamics,1981(4):51-56
[16]严赛男.对国有企业绩效评估的探究[J]价值工程,2010,27
[17]陈欣,黄坤.绩效考核系统的设计与实现[J].池州学院学报,2008,03
[18]张伟,彭岩,许英强.基于平衡计分卡的人力资源绩效考核系统设计[J].计算机工程与设计,2009,13
[19] DouglasH.Flint,Business Policy:Cases,Incidents and Readings,Allyn and Bacon,Inc,1996(10):203-210
[20]李晓燕.基于spring框架的应用设计[J].价值工程,2010,16
[21]麦耿龙,马晓霜,刘冰.基于struts与hibernate企业信息系统的设计与实现[J].价值工程,2010,15
[22]拓守恒.基于hibernate和ibatis框架的混合持久化技术的应用[J].计算机时代,2009,12
[23] Robert S,Kaplan and David e.Norton,Putting the Balanced Scorecard to Work.HarvardBusiness Review,1993,134—147