發(fā)布時(shí)間：2018-03-04 11:26

  本文選題：項(xiàng)目管理團(tuán)隊(duì)　切入點(diǎn)：績(jī)效考核　出處：《湖南大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

【摘要】：項(xiàng)目管理團(tuán)隊(duì)是建筑幕墻施工企業(yè)核心團(tuán)隊(duì)之一,其績(jī)效水平高低直接關(guān)乎企業(yè)發(fā)展能力。作為績(jī)效管理核心環(huán)節(jié),績(jī)效考核對(duì)企業(yè)戰(zhàn)略目標(biāo)落地、績(jī)效管理成效、員工職業(yè)發(fā)展等諸多方面都關(guān)系重大。為提升中建不二幕墻公司(簡(jiǎn)稱不二公司)管理水平,建立與公司發(fā)展相適應(yīng)的項(xiàng)目管理團(tuán)隊(duì)績(jī)效考核改進(jìn)方案尤為必要。論文首先借助項(xiàng)目員工績(jī)效考核滿意度調(diào)查問卷,對(duì)公司項(xiàng)目管理團(tuán)隊(duì)績(jī)效考核體系進(jìn)行“把脈”,指出了現(xiàn)有考核方案的不足,并結(jié)合不二公司發(fā)展歷史與現(xiàn)狀分析績(jī)效考核不足的原因。隨后,本文立足公司實(shí)際,按照目標(biāo)導(dǎo)向等原則,通過運(yùn)用目標(biāo)管理、平衡計(jì)分卡、關(guān)鍵績(jī)效指標(biāo)等績(jī)效考核理論方法,將公司項(xiàng)目管理“六好六滿意”的戰(zhàn)略目標(biāo)融入到考核方案中,在考核指標(biāo)和權(quán)重、考核主體和對(duì)象、考核方法和流程、考核周期和反饋、考核結(jié)果運(yùn)用等方面進(jìn)行了調(diào)整和改進(jìn)。最后,從績(jī)效制度完善、考核數(shù)據(jù)收集、考核人員培訓(xùn)等方面討論了實(shí)施條件,并對(duì)實(shí)施障礙、保障機(jī)制、預(yù)期效果進(jìn)行了討論。通過改進(jìn)項(xiàng)目管理團(tuán)隊(duì)績(jī)效考核方案,能夠進(jìn)一步提升公司項(xiàng)目管理員工的工作積極性和主動(dòng)性,傳遞公司戰(zhàn)略信息和管理目標(biāo),實(shí)現(xiàn)組織績(jī)效的提升和員工成長(zhǎng)進(jìn)步,也將提升公司績(jī)效管理水平;同時(shí),對(duì)行業(yè)同類企業(yè)可提供一定借鑒意義。
[Abstract]:The project management team is one of the core team of construction enterprises of building curtain wall, its performance is directly related to the level of the ability of enterprise development. As the core link of performance management, performance appraisal of enterprise strategic goal, performance management, employee occupation development and other aspects relevant. To enhance the construction curtain Wall company (hereinafter referred to as the best management company only) the level of the establishment of the project management team performance appraisal and adapt to the development of the company's improvement is particularly necessary. Firstly, by means of questionnaire project staff performance appraisal satisfaction, "pulse" on the company's project management team performance appraisal system, points out the shortcomings of existing assessment methods, combined with the causes of Fujio company development history and current situation analysis of performance appraisal insufficient. Then, based on the actual company, in accordance with the target oriented principles, through the use of target management, balanced scorecard Card, performance appraisal theory and method of key performance indicators, the company project management "six six" strategic goals into the assessment scheme, the evaluation indexes and weights, evaluation subject and object, evaluation methods and processes, period of assessment and feedback, the use of the assessment results and other aspects of adjustment and improvement. Finally, to improve the performance appraisal system from data collection, evaluation, personnel training and other aspects discussed the implementation conditions and guarantee mechanism for the implementation of obstacles, the expected effect is discussed. By improving the management team performance appraisal project, to further enhance the work enthusiasm of the company project management staff and initiative, the transmission company strategic information and management objectives to achieve progress, enhance organizational performance and employee growth, will also enhance the level of corporate performance management; at the same time, the industry of similar enterprises can provide a certain reference.

【學(xué)位授予單位】：湖南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92;F426.92

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本文編號(hào)：1565445