摘要
改善铁路企业员工绩效管理工作，构建一套符合现代人力资源管理理念和基层站段营运特点的员工绩效评价指标体系，对基层站段有效实施绩效管理，提升铁路企业管理水平具有重要的现实意义。本论文以沈阳铁路局吉林工务段作为研究对象，探讨铁路基层检修站段员工绩效考核系统的设计与实现，通过对其员工绩效评价指标体系的重新构建，旨在解决以往绩效管理过程中普遍存在的实际问题。
论文对沈阳铁路局吉林工务段生产型员工绩效考评体系现状及问题进行诊断。通过对沈阳铁路局吉林工务段生产型员工的绩效考评体系现状进行实地调查，并对调查结果进行认真分析，找出现行绩效考评体系的特征及存在的主要问题：具有“重安全结果，轻业绩驱动”的特征；考核层面相对单一，其职位级绩效评价指标设置普遍存在随意性与制度性；考核指标追求“大而全”;描述性指标过多而定量化指标过少；结果类指标和过程类指标的结构配比失衡；各指标间的关联度较低。
针对站段内现行绩效考核体系的弊端，重新设计针对该公司生产型员工的绩效考核方案。文中主要运用KPI法作为绩效考核量表构建的主要方法，在此基础上融合行为对照法和等级评估法等多种考核方法。在科学性、合理性、高效性和可操作性方面对原有绩效评价体系进行优化。利用文献研究法、问卷调查法和权值因子判断法，找到相关员工的衡量指标群，分别从工作业绩、工作态度、工作能力、素质结构和智力结构等五个维度对员工绩效进行测评，体现出新绩效考核体系的全面性和合理性，运用现代企业绩效管理理论，解决员工绩效评价指标的分解、确定以及指标权重划分等具体操作层面的问题，并最终完成新评价指标体系的优化设计，将绩效考核结果应用于薪酬、转岗、解聘、晋升和表扬方面，并建立实施新绩效考评体系的保障制度。
关键词：工务段，生产型员工，绩效考评。
Research on Performance Appraisal of ProductiveEmployees in Jilin Railway
Section of Shenyang RailwayAdministration
Abstract .
To improve the staff performance management of railway enterprises, constructsa set to conform to the modern concept of human resource management andstrengthening the operating characteristics of employee performance evaluation indexsystem of grassroots effective implementation of performance management, hasimportant practical significance to enhance the management level of railwayenterprises. This paper takes Shenyang Railway Bureau, Jilin Public Works section asthe research object, discusses the design and implementation of railway stationmaintenance staff performance appraisal system, through the re construction of theemployee performance evaluation index system, aiming at solving the practicalproblems existed in the process of the performance management of the pastThe diagnosis of Shenyang Railway Bureau Jilin Public Works section ofemployee performance evaluation system of the status quo and problems. Theinvestigation on the current situation of production through the performance appraisalsystem of Shenyang Railway Bureau Jilin Public Works section staff, and the resultswere carefully analyzed, find the characteristic of the performance appraisal systemand the main problems appeared: “safety results, performance characteristics of lightdriven”; assessment level is relatively simple, the job performance level the evaluationindex set common random and systematic evaluation index; the pursuit of “big andcomplete”; descriptive index rather than quantitative index is too small; resultsstructure ratio index and process index imbalance; refers to the connection betweeneach scale is relatively low. .
In view of the shortcomings in the current performance evaluation system of thestation, re design of the performance appraisal scheme for the production of the company's employees. This paper mainly uses the KPI method as the main idea ofperformance appraisal scale construction, and on this basis, combines the behaviorcontrol method and the grade evaluation method and other assessment methods. Inscience, rationality, efficiency, operability of the original performance evaluationsystem optimization. Using the method of literature research, questionnaire surveymethod and weight factor judgment method, find the measure group of employees,from work performance, work attitude, work ability and quality structure, intelligencestructure of the five dimensions of evaluation of employee performance, reflecting thecomprehensive new performance appraisal system and rationality of using the theoryof performance management in modern enterprises, solve the evaluation index ofemployee performance, determine the index weight and decomposition of the divisionof specific operational level issues, and ultimately complete the optimization design ofthe new evaluation index system, the performance evaluation results should be used forcompensation, transfer, dismissal, promotion, praise, and the establishment of theimplementation of the new performance appraisal system of the security system. .
Key Words: Maintenance section, productive employees, performance appraisal
目录
第1章绪论
1.1选题背景
1.2研究目的和意义
1.2.1研究目的
1.2.2研究意义
1.3文献综述
1.4研究内容与思路
1.5研究方法
1.6创新点
第2章绩效考核相关概念
2.1绩效考核的内涵
2.2绩效考核的方法
2.3绩效考核的目的和意义
2.4绩效考核的内容
2.5绩效考核的流程
第3章沈阳铁路局吉林工务段生产型员工绩效考评体系现状及问题
3.1中国铁路基本状况
3.2中国铁路员工绩效评价体系
3.3铁路站段现行绩效评价体系特征的成因分析
3.4沈阳铁路局吉林工务段基本概况
3.5生产型员工绩效考评体系的满意度调查
3.6生产型员工绩效考评体系现状
3.7生产型员工绩效考评体系问题分析
第4章沈阳铁路局吉林工务段生产型员工绩效考评体系构建
4.1构建新绩效考评体系的指导原则
4.2新绩效考评体系构建
4.2.1绩效指标的分解
4.2.2绩效指标的确定
4.2.3绩效指标的赋权
4.2.4绩效标准的建立
4.2.5绩效评价指标体系的建立
4.2.6新绩效评价体系的限定性分析
4.2.7绩效考核周期的确定
4.2.8考核人员的培训
4.3考核结果反馈与应用
第5章实施新绩效考评体系的保障性措施
5.1建立绩效考核循环系统
5.2加强绩效管理理念建设
5.3绩效考评保障制度的建立与完善
5.4加强企业文化的建设
第6章结论与展望
6.1结论
6.2研究展望
参考文献
附录
A生产型员工绩效考核指标问卷调查表
在学期间研究成果
致谢
