【作者】 王茜；

【导师】 袁洁秋；

【作者基本信息】 中国海洋大学 ， 项目管理（专业学位）， 2013， 硕士

【摘要】 当前工程建设项目的实施普遍采用团队体制运作,而项目市场尤其是基建项目市场竞争日常激烈。谁能在市场上取得有利地位,分得更大的利益蛋糕,取决于项目团队本身的素质和战斗力。而绩效评价则是能够保障提升团队素质和战斗力的重要环节,是工程项目人力资源管理的重中之重。一个好的科学实用的绩效考核体系,不仅可以增加团队成员的归属感、凝聚力和战斗力,而且能够保障团队的进取目标始终与企业发展的战略目标高度一致。本文以青岛zx中心工程项目团队作为实证分析的资料。首先,通过对国内外研究现状的分析,进行理论综述,探索该领域的学术研究背景,寻找研究问题的切入点；其次,对相关理论基本原理与基本概念的清晰界定,为具体问题的研究奠定基础；第三,通过发送收集整理调查问卷中的数据,对青岛ZX中心工程项目团队的绩效考核现状进行剖析,找出存在问题的根本原因；第四对国内外项目团队绩效考评方法进行研究,结合青岛ZX中心工程项目团队考评体系中存在的问题,构建新的绩效考评理论框架,确立设计原则与流程,具体操作是把KPI方法和目标管理法整合在一起。明确考评主体和客体、确立考评指标体系、根据业务流程设计关键控制点、根据项目的不同时间设置考评周期；第五,青岛ZX中心工程项目团队绩效考核体系方案的运用,在这里一是为考评指标赋值、分配权重,最后形成具有可操作性的考评表格,其中包括项目进度、质量保障、成本控制和安全文明施工等指标内容,二是绩效考评反馈与技术指导；最后认识到：工程项目团队绩效考评工作绝非可有可无,全公司上下必须高度重视,它是人力资源管理的重要环节；工程项目团队施工的对象涉及到的指标繁多,考评任务艰巨,但不能“眉毛胡子一把抓”,应当抓主要矛盾;在充分理解KPI“八二原理”的基础上,重新设置了KPI工程项目绩效考核指标评价体系,但由于KPI方法自身存在一些局限性,如对成员的激烈因素欠缺,因此采取目标管理方法予以弥补,如对财务指标的控制、和内部流程的有关考量等。本研究具有普适性特征,基建工程类项目的团队绩效考评可以借鉴,该方案除了指标体系设置比较慎重合理,对指标的层层分解和权重分布也做了细密的研究。简言之,这套体系的实施能保证团队的向心力与凝聚力,考评体系体现的透明、公平、公正的原则,具有可操作性,整个体系是全体团队成员参与的民主集中式管理、树立主人公责任意识的有益尝试。当然,由于笔者的水平有限,很多的理论问题有待深入研究,如KPI的相关理论和运行机制的研究等。更多还原

【Abstract】 In the economic globalization and the information network era, between industry and pr-oduct competition, in the world in recent years, with the rapid development of healthy and stable of China’s national economy, China’s construction industry is developing rapidly, competition is the daily fierce, enterprise how to remain invincible in the fierce market competition, human resources management is particularly important. At the end of any competition is the competition for talent, and make good use of talent, good, industrial engineering, academic and industry attention and exploration of the problem. The ultimate purpose of human resources management is to inspire the staff and team working initiative, the enhancement enterprise cohesive force, fully tap the potential of employees and team members, and strive to achieve the strategic objectives of the company.The connotation of human resources management is very rich, mainly from the perspective of human resource management project team problem. Through the study found to improve project team fighting capacity, the key members of the morale of excitation lies in the construction of a scientific and reasonable evaluation system in the group, only the appraisal system of perfect science can really play to encourage the morale of the team role, and also to the members of the team to create a fair competition environment and the atmosphere of unity and cooperation.In this paper, based on the present status of the project ZX project team as empirical analysis data. First of all, the team’s current performance appraisal system, to find out and analyze prob-lems, and then combined with the theory in the design of construction project team performance appraisal framework. The specific operation of the KPI method and management by objectives together.The examination subject and object, establish the evaluation index system, according to the business process design of key control point, according to different time to set the project appraisal cycle, as the evaluation index assignment, distribution of weight. The final formation evaluation form. Based on the project of ZX center project team optimization of current evaluation system is of practical significance. At the same time, fully demonstrated the core idea of KPI" eight two principles ", try to find some regularity things universal value, in order to make a breakthrough in the construction project team performance appraisal theory.Of course, because of the author’s limited level, the theory of many problems need to be further studied, such as the KPI related theory and operation mechanism.更多还原