西藏地质六队绩效考核系统研究与设计
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摘要
绩效考核是企业人力资源管理中的一个核心内容和重要环节，建立较科学、实用的绩效考核体系，是人力资源管理发展的一个新方向。如何设计一套科学的、符合西藏实际并满足企业在经济全球化时代的发展需要的绩效考核体系，将绩效考核结果作为企业绩效管理的基本依据，并加以正确运用，对西藏企业，尤其是对西藏地矿系统所属“企业”来说，是一个全新而重大的课题。
本文从绩效考核的基本理论以及中国企业绩效考核发展的现状出发，在深入研究西藏地质六队原有考核体系存在的问题的基础上，结合具体实践，有针对性地进行了绩效考核系统的再设计。全文撰写思路为：
第一部分对绩效考核基本理论，如目标理论、激励理论等作了简要介绍和讨论。对绩效考核的含义、内容、作用、目的和影响等因素作了较为全面的阐述和研究。这一部分是绩效考核系统再设计的基础。
第二部分简要介绍了地质六队的历史、现状及职工考核实施情况，并应用绩效管理及考核理论对其进行了深入分析和评价，阐述了地质六队进行绩效管理改革和绩效考核系统再设计的必要性。
第三部分是在前两部分的基础上，在相关理论的指导下，应用系统分析的方法，结合地质六队的实际需要，对其绩效考核系统进行了再设计。
第四部分是对新的绩效考核体系的运行，进行了评估，总结了存在的问题。
Achievements and results examine is one core content and importance link of human resources management of enterprise, To establish scientific and practical system of achievements and results examine is a new orientation of human resource management development.
How to design a set of achievements and results examine system that is scientific and according with the reality of Tibet and meeting the development demands of enterprise in the era of global economy and also to let the result of achievements and results examine be the basic foundation of achievements and results management of enterprise and to use it correctly that is a new and important task for the enterprises in Tibet even for the enterprises of Tibet geography miner industry.
This article is based on the foundation theory of achievements and results examine and the present situation of achievements and results examine development of Chinese enterprises, and based on the deeply studied problem that exists in the former achievements and results examine system of 6th Tibet geological team. And this article has made redesign of achievements and results examine system combining with the reality. Idea of this article:
The fist part of this article is to introduce and discuss basic theory of achievements and results examine like target theory and encourage theory etc., and
to make a comprehensive exposition and study on the elements of meaning, comment, function, purpose and affection of achievements and results examine. This part is the foundation of redesign of achievements and results examine system.
The second part of this article briefly introduced the history and present institution and implementation condition of stuff examine of 6th geological team, and made a deep analyze and comment using achievements and results management and examine theory, and exposited the necessary to reform the achievements and results management and the necessary to do redesign of the achievements and results examine system of 6 geological team.
The third part is based on the two parts upon and uses the method of system analyzes and combines with the practical demands of 6th geological team to make redesign of achievements and results examine system.
The fourth part is to make a comment of the implementation of achievements and results examine system and summarize the problem exists.
本文从绩效考核的基本理论以及中国企业绩效考核发展的现状出发，在深入研究西藏地质六队原有考核体系存在的问题的基础上，结合具体实践，有针对性地进行了绩效考核系统的再设计。全文撰写思路为：
第一部分对绩效考核基本理论，如目标理论、激励理论等作了简要介绍和讨论。对绩效考核的含义、内容、作用、目的和影响等因素作了较为全面的阐述和研究。这一部分是绩效考核系统再设计的基础。
第二部分简要介绍了地质六队的历史、现状及职工考核实施情况，并应用绩效管理及考核理论对其进行了深入分析和评价，阐述了地质六队进行绩效管理改革和绩效考核系统再设计的必要性。
第三部分是在前两部分的基础上，在相关理论的指导下，应用系统分析的方法，结合地质六队的实际需要，对其绩效考核系统进行了再设计。
第四部分是对新的绩效考核体系的运行，进行了评估，总结了存在的问题。
Achievements and results examine is one core content and importance link of human resources management of enterprise, To establish scientific and practical system of achievements and results examine is a new orientation of human resource management development.
How to design a set of achievements and results examine system that is scientific and according with the reality of Tibet and meeting the development demands of enterprise in the era of global economy and also to let the result of achievements and results examine be the basic foundation of achievements and results management of enterprise and to use it correctly that is a new and important task for the enterprises in Tibet even for the enterprises of Tibet geography miner industry.
This article is based on the foundation theory of achievements and results examine and the present situation of achievements and results examine development of Chinese enterprises, and based on the deeply studied problem that exists in the former achievements and results examine system of 6th Tibet geological team. And this article has made redesign of achievements and results examine system combining with the reality. Idea of this article:
The fist part of this article is to introduce and discuss basic theory of achievements and results examine like target theory and encourage theory etc., and
to make a comprehensive exposition and study on the elements of meaning, comment, function, purpose and affection of achievements and results examine. This part is the foundation of redesign of achievements and results examine system.
The second part of this article briefly introduced the history and present institution and implementation condition of stuff examine of 6th geological team, and made a deep analyze and comment using achievements and results management and examine theory, and exposited the necessary to reform the achievements and results management and the necessary to do redesign of the achievements and results examine system of 6 geological team.
The third part is based on the two parts upon and uses the method of system analyzes and combines with the practical demands of 6th geological team to make redesign of achievements and results examine system.
The fourth part is to make a comment of the implementation of achievements and results examine system and summarize the problem exists.
引文
[1] 陈远敦，陈全明．人力资源开发与管理．中国统计出版社，2001．
[2] 郝忠胜，李虹．人力资源主管绩效管理方法．中国经济出版社，2003年版．
[3] 余凯成等．人力资源管理．大连理工出版社，1999年版．
[4] 余凯成．组织行为学．大连理工出版社，2001年版．
[5] 谌新民，武志鸿．绩效考评方法．广东经济出版社，2002年版．
[6] 李剑，叶向峰．员工考核与薪酬管理．企业管理出版社，2002年版．
[7] 孙泽厚，罗帆．人力资源管理—理论与实务．武汉理工大学出版社，2002年版．
[8] MBA核心课程编译组编译．人力资源管理．九州出版社，2002年版．
[9] 孙健敏，李原，张孝宇．人力资源开发与管理卷．中国人民大学出版社，2001年版．
[10] 汪克夷．管理学．大连理工出版社，1998年版．
[11] 王杰，高静．哈佛模式人力资源管理全集．人民日报出版社，2002年版．
[2] 郝忠胜，李虹．人力资源主管绩效管理方法．中国经济出版社，2003年版．
[3] 余凯成等．人力资源管理．大连理工出版社，1999年版．
[4] 余凯成．组织行为学．大连理工出版社，2001年版．
[5] 谌新民，武志鸿．绩效考评方法．广东经济出版社，2002年版．
[6] 李剑，叶向峰．员工考核与薪酬管理．企业管理出版社，2002年版．
[7] 孙泽厚，罗帆．人力资源管理—理论与实务．武汉理工大学出版社，2002年版．
[8] MBA核心课程编译组编译．人力资源管理．九州出版社，2002年版．
[9] 孙健敏，李原，张孝宇．人力资源开发与管理卷．中国人民大学出版社，2001年版．
[10] 汪克夷．管理学．大连理工出版社，1998年版．
[11] 王杰，高静．哈佛模式人力资源管理全集．人民日报出版社，2002年版．