【作者】 曲峰；

【导师】 郑海东；

【作者基本信息】 中国石油大学(华东) ， 项目管理， 2020， 硕士

【摘要】 有效的开发和利用海洋领域已成为世界各国重点开发的项目,也是中国现阶段海洋油气田工程领域战略发展的核心项目。从企业管理的角度看,企业建立绩效考评体系的目的是为了更好的实现部门绩效目标,从而达到企业发展战略的有效实施和企业利益的最大化,所以员工的个体绩效对提高企业整体绩效起到了决定性的作用。因此,为了更有效的提高员工的积极性和自主性的创造力,实现企业的战略目标和最大利益,企业建立合理的员工绩效考评体系非常重要。首先,通过对ZY油气田海洋工程项目目前绩效考评成果的数据进行收集、归纳、总结,并对相关理论进行针对性的分析,为研究分析奠定了坚实的理论基础。其次,运用调查研究法、案例分析法等分析方法,通过实地员工访谈,问卷调查等方式对ZY油气田海洋工程项目的员工绩效考评存在的问题进行合理有效分析,发现存在绩效考评缺乏对项目特点的考虑、考评激励方式与企业战略不匹配、考核目标模糊、考评流程透明度低、员工参与积极性不高、绩效考评前期宣传不够,考核后结果反馈不及时,缺乏激励性等问题。接着明确出现这些问题的原因主要是受到管理者绩效考评整体认识偏差、绩效考评的战略指引缺乏、绩效考评的目标模糊以及绩效考核的匹配错位等方面影响。然后针对ZY油气田海洋工程项目绩效考评的现状和当前存在的问题,运用平衡记分卡、KPI、目标管理和360度反馈这四种科学的管理方法,重新设计和优化了ZY油气田海洋工程项目的绩效考评体系,提出更加匹配和实用性的ZY油气田海洋工程项目考评的实施方案。最后,本文根据ZY油气田海洋工程项目员工绩效考评优化的研究结论,对该工程项目中员工绩效考评体系提供了相应的对策和保障措施并对未来绩效考评发展做了展望。对ZY油气田海洋工程员工绩效考评进行优化,有助于提高项目员工的创造性和积极性,为油气田企业最大限度的留住人才,切实提高企业绩效,此外,对同类企业提供绩效考评体系改革完善方面具有启发意义。更多还原

【Abstract】 Effective development and utilization of the marine field has become a key development project of all countries in the world,and also the core project of China’s current strategic development in the field of offshore oil and gas field engineering.From the perspective of enterprise management,the purpose of establishing performance appraisal system is to better achieve the departmental performance objectives,so as to achieve the effective implementation of enterprise development strategy and the maximization of enterprise interests.Therefore,the individual performance of employees plays a decisive role in improving the overall performance of the enterprise.Therefore,in order to effectively improve the enthusiasm and independent creativity of employees,and to achieve the strategic objectives and the best interests of enterprises,it is very important for enterprises to establish a reasonable employee performance evaluation system.First of all,through the collection,induction and summary of the current performance evaluation results of ZY oil and gas field offshore engineering project,and targeted analysis of the relevant theories,laid a solid theoretical foundation for research and analysis.Secondly,by using the methods of investigation and case analysis,the paper analyzes the problems existing in the performance appraisal of ZY oil and gas field offshore engineering project by means of on-the-spot employee interview and questionnaire survey,and finds that the performance appraisal lacks consideration of the project characteristics,the appraisal incentive mode does not match the enterprise strategy,the appraisal objective is fuzzy,and the appraisal process is transparent Problems such as low visibility,low enthusiasm of employees to participate,insufficient publicity in the early stage of performance appraisal,untimely feedback of the results after the appraisal,and lack of incentive,etc.Then it is clear that the reasons for these problems are mainly affected by the overall understanding deviation of managers’ performance appraisal,the lack of strategic guidance of performance appraisal,the fuzzy objectives of performance appraisal and the mismatch of performance appraisal.Then,in view of the current situation and problems of performance evaluation of ZY oil and gas field offshore engineering project,four scientific management methods,namely balanced scorecard,KPI,objective management and 360 degree feedback,are used to redesign and optimize the performance evaluation system of ZY oil and gas field offshore engineering project,and a more matching and practical implementation scheme of ZY oil and gas field offshore engineering project evaluation is proposed.Finally,according to the research conclusion of the optimization of employee performance appraisal in ZY oil and gas field offshore engineering project,this paper provides the corresponding countermeasures and safeguard measures for the employee performance appraisal system in the project and makes a prospect for the future development of performance appraisal.Optimizing the performance appraisal of ZY offshore engineering staff is helpful to improve the creativity and enthusiasm of the project staff,to retain the talents to the maximum extent,and to improve the performance of the enterprise.In addition,it is instructive for the similar enterprises to provide the reform and improvement of the performance appraisal system.更多还原