【作者】 张燕；

【导师】 渠美；

【作者基本信息】 西北农林科技大学 ， 工商管理硕士（专业学位）， 2024， 硕士

【摘要】 人力资源对企业发展起着决定性的推动作用,绩效考核作为人力资源管理中的核心内容,是企业不断自我完善与持续发展的重要依托。HY公司是国内最大的航油供应商,经过三十多年的发展,已经形成了一套较为科学系统的管理体系,但对标世界一流,仍存在基础管理还不够扎实、人才梯队建设不足、人才考核评价机制不够完善、激励机制不到位等问题。准确把握国家宏观经济稳中向好、民航将进入持续快速健康发展新周期的有利形势,最大限度地用好绩效考核,优化公司人力资源,有效激发内生动力,特别是基层创造力和活力,加快提升现代企业治理能力、不断增强核心竞争力尤为重要。本文以HY公司广西分公司为研究对象,对绩效、绩效考核、绩效考核体系、基层员工等核心概念进行界定的同时,基于双因素理论、期望理论等,通过问卷调查、面对面访谈等方式,深入了解该公司基层员工绩效考核工作情况。调查结果表明,该公司当前基层员工绩效考核存在一些问题,主要表现为对绩效考核认知不到位、缺乏科学的考核标准、缺乏有效的反馈与沟通、激励效果不明显等,深入探究其产生的根源,关键的原因在疏于开展绩效考核宣传和培训、疏于完善绩效考核制度、疏于对绩效考核制度执行的监管、忽视员工职业发展需求。本文采用目标管理(MBO)、关键绩效指标(KPI)和360度考核法这三种常用于绩效考核的方法,结合HY公司广西分公司基层生产单位实际情况和基层员工的切身利益,尝试建立一套基于目标管理的KPI+360度考核相结合的绩效考核体系。在明确HY公司广西分公司基层员工绩效考核体系优化的目标和原则后,从考核方法、指标、流程以及结果应用等多个维度着手,进行全面优化,并从组织、制度、企业文化和信息技术四大层面提出优化体系的保障措施。本研究旨在优化HY公司广西分公司基层员工绩效考核体系,改善基层员工绩效考核现状的不足,提高分公司内部管理水平,让基层员工的自我价值在工作中得到充分体现,有效激发基层员工的工作积极性和创造性,提高分公司整体绩效水平,提升核心竞争力,促进分公司高质量发展。同时,为HY公司其他分公司的基层员工绩效考核体系的实际应用提供有价值的参考。更多还原

【Abstract】 Human resources play a decisive role in promoting the development of enterprises.Performance appraisal,as the core content of human resources management,is an important support for continuous self-improvement and sustainable development of enterprises.HY company is the largest aviation fuel supplier in China,after more than 30 years of development,has formed a more scientific system of management system,but the standard of the world first-class,there are still basic management is not solid enough,talent echelon construction is insufficient,talent evaluation mechanism is not perfect,incentive mechanism is not in place and other problems.Accurately grasp the favorable situation that the national macroeconomic economy is stable and improving,and civil aviation will enter a new cycle of sustained,rapid and healthy development,maximize the use of performance assessment,optimize the company’s human resources,effectively stimulate the internal power,especially the creativity and vitality of the grassroots,accelerate the improvement of modern corporate governance capabilities,and constantly enhance the core competitiveness of it is particularly important.This paper takes Guangxi Branch of HY Company as the research object,defines the core concepts of performance,performance appraisal,performance appraisal system and grassroots employees,and at the same time,based on two-factor theory,expectation theory,etc.,through questionnaire survey and face-to-face interview,has an in-depth understanding of the performance appraisal work of the company’s grass-roots employees.The investigation results show that there are some problems in the current performance appraisal of the company’s grass-roots employees,which are mainly manifested as inadequate cognition of performance appraisal,lack of scientific assessment standards,lack of effective feedback and communication,and insufficient incentive effect.The key reasons are the lack of performance appraisal publicity and training,the lack of improvement of the performance appraisal system,the lack of supervision of the implementation of the performance appraisal system,and the neglect of employees’ career development needs.This paper adopts three commonly used performance appraisal methods,namely management by objectives(MBO),Key performance indicators(KPI)and 360-degree appraisal method,and tries to establish a performance appraisal system based on KPI+ 360-degree appraisal based on the actual situation of the grass-roots production unit of HY Guangxi Branch and the vital interests of the grass-roots employees.After clarifying the objectives and principles of the optimization of the performance appraisal system for the grass-roots employees of HY Guangxi Branch,the paper carries out comprehensive optimization from multiple dimensions such as assessment methods,indicators,processes and application of results,and puts forward safeguard measures for the optimization system from four aspects: organization,system,corporate culture and information technology.The purpose of this study is to optimize the performance appraisal system of the grassroots employees of HY Guangxi Branch,improve the current situation of the performance appraisal of the grass-roots employees,improve the internal management level of the branch,let the self-value of the grass-roots employees be fully reflected in the work,effectively stimulate the enthusiasm and creativity of the grass-roots employees,improve the overall performance level of the branch and enhance the core competitiveness.Promote the high quality development of branch.At the same time,it provides a valuable reference for the practical application of the performance appraisal system of grass-roots employees in other branches of HY company.更多还原