上海石化塑料事业部绩效管理体系的构建与实施问题研究.doc
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上海石化塑料事业部绩效管理体系的构建与实施问题研究,目 录内容摘要和关键词................................................Ⅰabstract and key words..........................................Ⅱ文献综述.........
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上海石化塑料事业部绩效管理体系的构建与实施问题研究
目 录
内容摘要和关键词................................................Ⅰ
Abstract and Key words..........................................Ⅱ
文献综述........................................................Ⅲ
一、绩效管理理论综述............................................1
（一）绩效......................................................2
（二）绩效评估..................................................2
（三）绩效管理与绩效评估区别....................................2
（四）绩效管理的主要特点........................................3
（五）绩效管理体系..............................................3
二、研究方法与设计..............................................4
（一）研究的对象和内容…........................................4
（二）研究的方法................................................4
三、塑料事业部绩效管理现状......................................4
（一）塑料事业部的现状..........................................4
（二）加强内部管理是提高竞争能力，促使绩效回升的关键............5
（三）对塑料事业部绩效管理调查研究..............................5
（四）绩效沟通是绩效管理的灵魂与核心............................6
（五）塑料事业部在绩效管理上存在的问题..........................6
四、塑料事业部绩效管理体系的构建................................7
五、塑料事业部绩效管理体系方案的实施............................8
（一）是以2号装置作为绩效管理体系实施试点......................8
（二）是对绩效管理体系实施的效果评估............................9
（三）是方案实施中应处理好三个关系..............................9
六、结论与建议..................................................9
参考文献........................................................10
致谢............................................................11
内 容 摘 要
论文从绩效管理理论出发，结合对上海石化塑料事业部在绩效管理中存在问题的分析，揭示出在时代变革的背景下，构建科学、有效的绩效管理体系是使塑料事业部参与竞争、赢得竞争、取得效益的基础。
本论文采用调查研究、综合分析以及实证法进行研究，理论联系实际，对绩效管理理论加以综合运用，且作为本文指导性的理论基础：构建上海石化塑料事业部绩效管理体系，优化企业管理，充分调动员工的工作热情，更好地促进上海石化塑料事业部的发展。
本论文认为，基于国内员工固有的工作态度和价值观，以及劳动力市场的供过于求，传统的绩效考评可能目前还适用于大多数企业，但从长远看，特别是在中国加入WTO以后，人力资源成本逐渐上涨，企业为了提高竞争力，培育和发展有归属感与专门技术的管理人员和普通员工时，绩效管理会受到越来越多企业的重视。
关键词：
绩效管理体系 绩效管理 绩效考评
Abstract
Papers from the performance management theory, combined with Shanghai Petrochemical plastics division in the performance management problems of the analysis, reveals in the reform era background, constructing a scientific, effective performance management system is to make plastic career ministry to participate in the competition, to win the competition, gain benefit foundation.
This paper uses survey research, comprehensive analysis and empirical method to research, theory and practice of performance management theory, try to be applied integratedly, and as the guiding theory: Construction of Shanghai Petrochemical plastics business department performance management system, the optimization of enterprise management, and fully mobilize the enthusiasm of the staff, to better promote the Shanghai Petrochemical plastics division the development of.
This paper believes that, based on the domestic employees intrinsic work attitudes and values, as well as the labour market pile up in excess of requirement, traditional performance eva luation may now also applies to most of the enterprises, but from long-term look, especially after China joined the WTO, the human resources cost rises gradually, in order to improve the competitiveness of enterprises, to cultivate and develop the sense of belonging and specialized technical management personnel and the general staff, performance management will be valued by more and more enterprises．
Key words：
Performance management system; performance management;
performance appraisal
目 录
内容摘要和关键词................................................Ⅰ
Abstract and Key words..........................................Ⅱ
文献综述........................................................Ⅲ
一、绩效管理理论综述............................................1
（一）绩效......................................................2
（二）绩效评估..................................................2
（三）绩效管理与绩效评估区别....................................2
（四）绩效管理的主要特点........................................3
（五）绩效管理体系..............................................3
二、研究方法与设计..............................................4
（一）研究的对象和内容…........................................4
（二）研究的方法................................................4
三、塑料事业部绩效管理现状......................................4
（一）塑料事业部的现状..........................................4
（二）加强内部管理是提高竞争能力，促使绩效回升的关键............5
（三）对塑料事业部绩效管理调查研究..............................5
（四）绩效沟通是绩效管理的灵魂与核心............................6
（五）塑料事业部在绩效管理上存在的问题..........................6
四、塑料事业部绩效管理体系的构建................................7
五、塑料事业部绩效管理体系方案的实施............................8
（一）是以2号装置作为绩效管理体系实施试点......................8
（二）是对绩效管理体系实施的效果评估............................9
（三）是方案实施中应处理好三个关系..............................9
六、结论与建议..................................................9
参考文献........................................................10
致谢............................................................11
内 容 摘 要
论文从绩效管理理论出发，结合对上海石化塑料事业部在绩效管理中存在问题的分析，揭示出在时代变革的背景下，构建科学、有效的绩效管理体系是使塑料事业部参与竞争、赢得竞争、取得效益的基础。
本论文采用调查研究、综合分析以及实证法进行研究，理论联系实际，对绩效管理理论加以综合运用，且作为本文指导性的理论基础：构建上海石化塑料事业部绩效管理体系，优化企业管理，充分调动员工的工作热情，更好地促进上海石化塑料事业部的发展。
本论文认为，基于国内员工固有的工作态度和价值观，以及劳动力市场的供过于求，传统的绩效考评可能目前还适用于大多数企业，但从长远看，特别是在中国加入WTO以后，人力资源成本逐渐上涨，企业为了提高竞争力，培育和发展有归属感与专门技术的管理人员和普通员工时，绩效管理会受到越来越多企业的重视。
关键词：
绩效管理体系 绩效管理 绩效考评
Abstract
Papers from the performance management theory, combined with Shanghai Petrochemical plastics division in the performance management problems of the analysis, reveals in the reform era background, constructing a scientific, effective performance management system is to make plastic career ministry to participate in the competition, to win the competition, gain benefit foundation.
This paper uses survey research, comprehensive analysis and empirical method to research, theory and practice of performance management theory, try to be applied integratedly, and as the guiding theory: Construction of Shanghai Petrochemical plastics business department performance management system, the optimization of enterprise management, and fully mobilize the enthusiasm of the staff, to better promote the Shanghai Petrochemical plastics division the development of.
This paper believes that, based on the domestic employees intrinsic work attitudes and values, as well as the labour market pile up in excess of requirement, traditional performance eva luation may now also applies to most of the enterprises, but from long-term look, especially after China joined the WTO, the human resources cost rises gradually, in order to improve the competitiveness of enterprises, to cultivate and develop the sense of belonging and specialized technical management personnel and the general staff, performance management will be valued by more and more enterprises．
Key words：
Performance management system; performance management;
performance appraisal
