MBA教育中心知识库

近年来,随着燃气公司经营的逐渐成熟,燃气公司开始追求进一步的高质量 发展,拥有良好的绩效考核制度可使公司内部运行效率大幅提升。在此背景下, 如何体现绩效考核的实际意义,最大程度激励员工为公司努力工作,是当今公司 管理者关注的话题。公司想实现可持续发展,就需要建立适合有效的绩效考核制 度。通过对全面绩效管理理论的结合运用,完善公司绩效考核制度,提升公司内部 运行效率,得到管理者的广泛认同。因此,本文的研究目的在于探究如何将公平理 论 、全面绩效管理理论与公司的绩效考核现状相融合,同时结合公司自身架构、 运营特点,来建立一个适用于目标公司的绩效考核制度。

本文主要对西安秦华燃气集团有限公司的绩效考核制度进行优化研究，文章 通过结合绩效考核制度理论知识,综合参考 KPI 关键绩效指标法和平衡计分法等 多种考核方法,通过分析燃气行业的实际特点,对公司当前的人力资源情况及绩 效考核制度进行收集整理，根据公司的绩效考核制度现状，顺着提出问题、分析 问题、解决问题的思路对公司的绩效考核制度进行优化。采用问卷调查法找出公 司绩效考核制度中存在的问题：对考核结果的应用不充分、考核方法不具备针对 性、考核指标设置笼统、绩效沟通反馈渠道不够畅通。进而对公司绩效考核制度 中的存在的问题进行深度访谈,进一步剖析发现公司绩效考核制度中存在的问题 的原因：考核结果运用不够重视、考核方法单一、考核制度执行困难、领导对考 核不重视。最后,对公司绩效考核中得出的问题提出优化建议：完善考核结果的 应用、多元化的使用考核方法、转变考核观念、优化考核沟通渠道。 同时提出保 障措施,使提出的优化意见能顺利实施。最后得出结论与启示,也希望能够为我国 城镇燃气公司绩效考核提供参考价值。

In recent years, with the gradual maturity of gas companies, gas companies have begun to pursue further high-quality development, and a good performance appraisal system can greatly improve the internal operation efficiency of the company. In this context, how to reflect the practical significance of performance appraisal and motivate employees to work hard for the company to the greatest extent is a topic of concern for corporate managers today. If a company wants to achieve sustainable development, it needs to establish a suitable and effective performance appraisal system. Through the combined application of total performance management theory, the company's performance appraisal system is improved, and the internal operation efficiency of the company is improved, which is widely recognized by managers. Therefore, the research purpose of this paper is to explore how to integrate the theory of equity and total performance management with the current situation of the company's performance appraisal, and combine the company's own structure and operation characteristics to establish a performance appraisal system suitable for the target company.

This paper mainly studies the optimization of the performance appraisal system of Xi 'an Qinhua Gas Group Co., LTD. By combining the theoretical knowledge of performance appraisal system, making comprehensive reference to various appraisal methods such as KPI key performance indicator method and balanced score method, and analyzing the actual characteristics of the gas industry, this paper collects and collates the current human resources situation and performance appraisal system of the company. The company's performance appraisal system is optimized according to the ideas of raising, analyzing and solving problems. The problems in the company's performance appraisal system were found out by questionnaire survey: insufficient application of appraisal results, untargeted appraisal methods, general setting of appraisal indicators, and unblocked performance communication and feedback channels. Furthermore, an in-depth interview was conducted on the problems existing in the company's performance appraisal system to further analyze the causes of the problems found in the company's performance appraisal system: insufficient attention to the application of assessment results, single assessment methods, difficult implementation of the assessment system, and leaders' lack of attention to examination and approval. Finally, the paper puts forward optimization suggestions for the problems obtained in the company's performance appraisal: improve the application of appraisal results, use diversified appraisal methods, change appraisal concepts, and optimize appraisal communication channels. At the same time, the protection measures are put forward so that the optimization suggestions can be implemented smoothly. Finally, the conclusion and enlightenment are drawn, and it also hopes to provide reference value for the performance assessment of urban gas companies in China.