【作者】 吴小燕；

【导师】 张业圳；

【作者基本信息】 福建师范大学 ， 工商管理（专业学位）， 2024， 硕士

【摘要】 随着时代的发展,中国正努力从制造大国向制造强国转型。2015年《政府工作报告》中首次提出了“中国制造2025”计划,强调创新驱动、智能转型、基础强化和绿色发展。制造强国的核心是提升产品质量。面对原材料和人工成本的上升,制造业企业必须提升绩效管理,以增强活力和竞争力,适应市场挑战。DC新材料公司生产部为公司核心部门,其工作效率和产品质量直接影响公司发展。因此,针对DC新材料公司生产部员工绩效考核体系优化的研究具有较强的现实意义。论文梳理了国内外学术界在绩效考核领域的研究进展及关键绩效指标(KPI)在企业实践中的应用情况。通过问卷调查和访谈的研究方法,对DC新材料公司生产部员工的绩效考核体系进行了深入剖析,并发现了其存在的三大主要问题:考核指标设置不尽合理,缺乏科学有效性;公司对绩效管理的重视程度不足,导致绩效考核流于形式;现有绩效考核体系缺乏激励作用。针对存在问题的多维度分析,论文提出以下优化建议:一是增设KPI类目,以提升绩效考核体系的完善性;二是深化对绩效管理的重视程度,并优化绩效沟通机制,确保信息的畅通与高效;三是完善激励机制,并强化考核结果的应用与反馈,确保绩效管理的实际效果。经过对DC新材料公司生产部员工绩效考核体系的深入研究与优化,论文旨在提升生产部员工的工作效率与积极性,进而加强企业的内部管理水平,为企业的长期稳定发展奠定坚实基础。此外,论文的研究成果亦可为同行业企业提供有益的参考与借鉴,共同推动行业的进步与发展。更多还原

【Abstract】 As the times develop,China is striving to transform from a manufacturing country to a manufacturing powerhouse.In the 2015 Government Work Report,"Made in China2025"plan was proposed for the first time,emphasizing innovation-driven,intelligent transformation,basic strengthening,and green development.The core of building a manufacturing powerhouse is to improve product quality.Faced with rising costs of raw materials and labor,manufacturing enterprises must improve performance management to enhance vitality and competitiveness and adapt to market challenges.The production department of DC New Materials Company is the core department of the company,and its work efficiency and product quality directly affect the company’s development.Therefore,this paper has strong practical significance for the optimization of the performance evaluation system of the production department staff of DC New Materials Company.This paper sorted out the research progress of the academic community in the field of performance evaluation and the application of key performance indicators(KPIs)in enterprise practice.Through the research methods of questionnaire survey and interview,this paper conducted an in-depth analysis of the performance evaluation system of the production department staff of DC New Materials Company and found three main problems:the setting of evaluation indicators is not reasonable enough,the company’s attention to performance management is insufficient,and the existing performance evaluation system lacks incentive.Based on multidimensional analysis of existing problems,this paper proposes the following optimization suggestions:first,increase KPI categories to improve the completeness of the performance evaluation system;second,deepen the importance of performance management and optimize the performance communication mechanism to ensure smooth and efficient information;third,improve the incentive mechanism and strengthen the application and feedback of evaluation results to ensure the actual effect of performance management.Through the in-depth study and optimization of the performance evaluation system of the production department staff of DC New Materials Company,this paper aims to improve the work efficiency and enthusiasm of the department staff,enhance the internal management level of the enterprise,and lay a solid foundation for the long-term and stable development of the enterprise.In addition,the research results of this paper can also provide useful references and guidance for peer enterprises in the same industry,jointly promoting the progress and development of the industry.更多还原