凈石溝煤礦人力資源績效考核體系的研究.pdf

1、論文題目：凈石溝煤礦人力資源績效考核體系的研究專業(yè)：工商管理碩士碩士生：趙陽（簽名）指導(dǎo)教師：王喜蓮（簽名）摘要隨著全球經(jīng)濟(jì)的快速發(fā)展，人力資源管理在企業(yè)管理中越來被得到重視，而處于其核心位置的人力資源績效考核工作更受商界關(guān)注。建立一個什么樣的人力資源績效考核體系，才能客觀、真實(shí)、有效地評價企業(yè)發(fā)展?fàn)顩r，并有效促進(jìn)企業(yè)發(fā)展和員工進(jìn)步，一直以來是困擾眾多企業(yè)家的問題，也是理論界一直在研討的課題。凈石溝煤礦為國有煤炭企業(yè)，已有40年的發(fā)展史

2、，雖然經(jīng)過市場經(jīng)濟(jì)的洗禮，企業(yè)引入了諸多現(xiàn)代企業(yè)管理新機(jī)制，但傳統(tǒng)的經(jīng)驗(yàn)型管理依然發(fā)揮著主導(dǎo)作用。人力資源管理基本停留在傳統(tǒng)的勞動人事管理層面，績效考核體系缺乏應(yīng)有科學(xué)性、系統(tǒng)性和針對性，嚴(yán)重制約著企業(yè)的發(fā)展。關(guān)鍵績效指標(biāo)（KPI）法被越來越多的企業(yè)采用，是因?yàn)镵PI強(qiáng)調(diào)各級績效指標(biāo)的一致性，很大程度地防止了企業(yè)戰(zhàn)略稀釋。本文借助KPI方法和平衡計分卡的思想，對企業(yè)有效的人力資源績效考核體系進(jìn)行了探討。論文首先對凈石溝煤礦現(xiàn)有人力資源績

3、效考核體系進(jìn)行分析，介紹了企業(yè)組織機(jī)構(gòu)、績效考核體系現(xiàn)狀，針對性地指出了其現(xiàn)有績效考核體系存在的問題，并分析了成因。論文借助KPI法對凈石溝煤礦人力資源績效考核體系進(jìn)行了再設(shè)計，以平衡計分卡模型從“效益”、“客戶”、“安全”、“內(nèi)部管理流程”、“職工滿意度”、“學(xué)習(xí)、成長”等6個維度對礦級、部門級、員工級的KPI層層分解，整個過程以幾個代表性部門和部分崗位為例，描述了各層級關(guān)鍵績效指標(biāo)間的關(guān)系。論文通過11名新任中層管理人員的考核試運(yùn)行

4、，對新的績效考核體系進(jìn)行了評價，得出了結(jié)論。關(guān)鍵詞：凈石溝煤礦，人力資源，績效考核，KPISubject：TheResearchofHumanResourcePerfmanceAssessmentSysteminJingShiGouCoalMineSpecialty：MasterofBusinessAdministrationName：ZhaoYang(Signature)Instruct：WangXilian(Signature)Ab

5、stractWiththerapiddevelopmentoftheglobaleconomyhumanresourcesmanagementinenterprisemanagementisgettingincreasinglyserioustheassessmentwhichisinacentrallocationhasbeenconcernedbythebusiness.Therefehowtobuildareasonableass

6、essmentsystemwhichisthemosthelpfulftheassessmententerpriseemployeeshasbeenaproblemamongthebusinessman.Itisalsoahottopicintheacademicgroup.KPImethodismemewidelyusedintheenterprisebecausetheconsistencyofKPIemphasizesthatal

7、llevelsofperfmanceindicatslargelypreventedtheenterprisestrategicdilution.HoweveritisdifficulttoachieveeffectivedesignofKPIinpractice.JingShiGoucoalmineisa40yearsstateownedcoalenterprisealthoughafterthebaptismofthemarkete

8、conomyithasbeenintroducedmanymodernenterprisemanagementmechanismthetraditionalexperiencebasedmanagementstillrestrictsthedevelopmentofenterprises.Withthemethodofkeyperfmanceindicatsthebalancedscecardtheythispapertriestofu

9、rtherexpletheeffectiveenterprisehumanresourcesperfmanceappraisalsystem.ThepaperfirstcarriesontheanalysistotheexistinghumanresourceperfmanceassessmentsystemofJingShiGoucoalmineIntroducedthepresentstatusoftheperfmanceevalu

10、ationsystemofganizationhumanresourcesincludingtheexaminationmethodscompositiontheauthhaspointedouttheproblemsintheexistingperfmanceappraisalsystemanalyzesthecausesofthem.Thispaperfocusesonusingkeyperfmanceindicats(KPI)me

11、thodtothedesignofhumanresourceperfmanceassessmentsystemofJingShiGoucoalminethebalancedscecardmodelfromthe“benefit““customer““security““internalmanagementprocess““staffsatisfaction““l(fā)earningtogrow“the6dimensionsofmineleve