基于行为锚定法人员绩效评价方案设计-以x公司为例(论文11000字)
摘 要
绩效考评是企业管理的关键部分，对企业的发展有着极大的促进作用。目前绩效管理已被我国企业普遍采用，且获得了相当好的社会反响。但是随着企业的规模不断扩大，绩效管理却在企业中的推进和落实非常困难，未能在企业中发挥出应有的效力，所取得的成绩也不尽人意。
本文从绩效考评的理论和方法出发，结合本人在公司工作的具体实践主要研究X建筑公司员工绩效考评问题。从绩效考评的主要内容、方法等阐述X建筑公司当前绩效考评现状，分析其绩效考评存在对绩效考评认知度不足、考核指标设计不合理、缺少反馈沟通机制、考核过程不严谨、考核结果未被有效利用等问题，并剖析了产生上述问题的原因。为解决X建筑公司员工绩效考评存在的问题，在绩效考评优化原则和目标框架下，为X公司员工设计新的绩效管理体系，为公司项目达成、薪酬分配和人才晋升等发挥了积极作用。
关键词：绩效评价；行为锚定法；优化方案
Abstract
Performance evaluation is a key part of enterprise management, which plays a great role in promoting the development of enterprises. At present, performance management has been widely adopted by Chinese enterprises, and has achieved a good social response. However, with the continuous expansion of the scale of the enterprise, the promotion and implementation of performance management in the enterprise is very difficult, failed to play its due effectiveness in the enterprise, and the results achieved are not satisfactory.
Starting from the theory and method of performance evaluation, combined with my specific practice in the company, this paper mainly studies the performance evaluation of project managers in X Construction Company. This paper expounds the current situation of performance evaluation of X Construction Company from the main contents and methods of performance evaluation, and analyzes the problems existing in its performance evaluation, such as lack of awareness of performance evaluation, unreasonable design of evaluation indicators, lack of feedback and communication mechanism, imprecise assessment process, ineffective use of assessment results, etc., and analyzes the causes of the above problems. In order to solve the problems existing in the performance evaluation of project managers in X Construction Company, a new performance management system is designed for project managers in X Company under the framework of optimization principles and objectives of performance evaluation. it has played a positive role in project achievement, salary distribution and talent promotion.
Key words: performance evaluation; behavior anchoring method; optimization scheme
目录
第1章 绪论 1
1.1 研究背景及意义 1
1.2 研究内容 1
第2章 理论基础 3
2.1 绩效评价 3
2.2 绩效评价的方法 3
2.2.1 关键绩效指标法（KPI） 3
2.2.2 量表评定法 4
2.2.3 关键事件法 4
2.2.4 行为锚定法 4
第3章 X建筑公司员工绩效评价现状 6
3.1 X建筑公司简介 6
3.2 X建筑公司现有绩效考评方式 7
第4章 X建筑公司员工绩效评价存在的问题 8
4.1 对绩效考核认知度不足 8
4.2 绩效考核缺少反馈沟通机制 8
4.3绩效考核内容存在的问题 9
第5章 X建筑公司员工绩效评价优化方案 10
5.1 绩效考评的流程 10
5.2 基于行为锚定法的人员绩效评价改进方案 11
5.2.1 绩效指标及其等级的确定 11
5.2.2绩效考核反馈及申诉 13
5.2.3考核结果运用 13
5.3 优化方案实施的保障措施 14
5.3.1 制度保障措施 14
5.3.2 组织保障措施 14
5.3.3 文化保障措施 14
第6章 总结与展望 16
参考文献 17
致谢 19
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