DS公司生产岗位KPI绩效考核体系研究

【作者】 陈阳；

【导师】 宋成一；

【作者基本信息】 南京师范大学 ， 工商管理（专业学位）， 2019， 硕士

【摘要】 受宏观经济增速回落、中美经贸摩擦、美欧等主要发达经济体货币政策已进入实质性收紧阶段以及汽车购置税优惠政策的全面退出、居民消费信心不足等多重因素的综合作用,国内车市已进入“寒冬”。同时,由于集团资源整合的需要,DS公司股东、性质、业务及员工的变更,DS公司原有的管理模式和管理方法已不适用公司目前的发展。DS公司作为生产制造型企业,生产人员是DS公司非常重要、不可或缺的组成部分,因此如何构建DS公司生产岗位科学、合理、有效的绩效考核体系,完善DS公司企业内部人力资源管理体系,促进公司管理水平和核心竞争力的提升,是本文研究的重点。为了能够更全面、深入地了解DS公司生产岗位绩效考核存在的问题及成因,本文对全体生产岗位员工进行了问卷调查,对涉及的相关管理人员开展了访谈。经统计,DS公司生产岗位员工绩效考核存在缺乏战略目标的引导、考核指标设置不够合理、考核结果运用不广、沟通反馈机制不完善等问题。出现以上问题的主要原因有高层重视程度不足、对绩效考核的认识有所欠缺、考核者自身的局限性以及“以人文本”企业文化的缺失。针对上述问题,本文运用关键绩效指标法结合权值因子法,为DS公司设计出一套适用于生产岗位员工的KPI绩效考核体系,内容包括:首先,从企业战略目标出发,结合经营目标,经过层层分解,筛选关键指标,形成“公司级、部门级、岗位级”的绩效考核指标体系;其次,用数据和事实明确具体的考核标准;再其次,通过权值因子法明确各指标权重;最后,设计员工绩效考核的实施体系及具体实施的保障措施。通过制定DS公司科学、合理、有效的绩效考核体系,使得公司可以公平、公正、客观地对每位员工的工作绩效进行评价,从而激发和调动员工工作积极性及主动性,提高全员工作效率。同时,促使绩效考核成为企业管理者的管理工具,帮助解决DS公司实际生产经营过程中遇到的难题及面临的挑战,提升组织绩效,提高企业经营管理水平,最终使企业在日益激烈的市场发展和经济竞争中处于不败之地。更多还原

【Abstract】 Due to the decline of macro-economic growth,Sino-U.S.economic and trade frictions,the monetary policy of major developed economies such as the United States and Europe has entered a substantial tightening stage,as well as the comprehensive effect of multiple factors such as the overall withdrawal of preferential policies for automobile purchase tax and the lack of consumer confidence of residents,domestic car market has entered "cold winter".Meanwhile,due to the needs of group resource integration and the changes of DS company’s shareholders,nature,business and employees,the original management mode and management method of DS company are no longer suitable for the current development of the company.DS company as a manufacturing enterprise,production personnel is a very important and indispensable part of DS company.Therefore,how to build a scientific,reasonable and effective performance appraisal system for DS company’s production posts,improve the internal human resource management system of DS company,and promote the improvement of the company’s management level and core competitiveness are the focus of this paper.In order to have a more comprehensive and in-depth understanding of the problems and causes of DS company’s production post performance appraisal,a questionnaire survey was conducted among all employees in production post in this paper.According to the survey,DS company’s production post employees’ performance appraisal exist some problems such as,lacks strategic goal orientation,the setting of index standards is not scientific,imperfect communication feedback mechanism,examination results are not widely used.The main reasons for the above problems are the insufficient attention of senior management,the deviation of the overall understanding of performance appraisal,the limitations of assessors themselves and the lack of " people oriented " corporate culture.To solve the above-mentioned problem,this paper designed a KPI performance appraisal system combined with Weight Factor Method for production personals.The contents include: the first,according to the strategic objectives of enterprises,combined with operational objectives,key indicators are screened through layer by layer decomposition,forming the performance appraisal index system of "Company Level,Departmental Level and Post Level";the second,use data and facts to clarify specific assessment criteria;the last,design the implementation system of employee performance appraisal and the specific implementation guarantee measures.By establishing a scientific,reasonable and effective performance appraisal system of DS company,DS company can evaluate the performance of each employee fairly,impartially and objectively,then stimulate the enthusiasm of employees,mobilize their enthusiasm and improve the efficiency of the whole staff.Meanwhile,make performance appraisal a management tool for managers,to help solve the difficulties and challenges encountered in DS company’s actual production and operation process,to improving the management level and organizational performance,and make the company in an invincible position in the fierce market development and economic competition.更多还原