MBA教育中心知识库

    建筑行业作为基础性产业，是我国国民经济的重要物质生产部门。随着《交 通强国建设纲要》中到2035年基本建成交通强国目标的提出，建筑行业近些年得 到快速的发展。而建筑施工企业作为这一目标的直接参与者实施者，也正面临着 巨大的机遇与挑战。随着科学技术的进一步发展，人才成为建筑施工企业之间主 要的竞争，另一方面，企业专业技术的提高也需要人才，因此怎样吸引人才，又 如何留住人才成为企业人力资源管理的关键。甘肃路桥建设集团公司经过近七十 年的发展和积累，公司已成长为业务涵盖公路工程、市政工程、机场工程、铁路 工程、水电工程、新基建工程、项目投资、科技研发、设计咨询、试验检测、交 安绿化、公路养护、设备租赁、新材料研发和销售等领域的综合性公路施工企 业。随着近些年公司大量中标公路施工项目，公司在人力资源管理方面的问题逐 渐凸显，尤其对项目经理实施的绩效考核存在的问题日益突出。优化与健全绩效 考核，促使其能科学、有效的运行，进而使得企业能够吸引来、留得住、培养出人才，为企业的更进一步发展提供人才保障变得尤为重要。

    本文通过对甘肃路桥建设集团项目经理绩效考核进行研究，分析现行的绩效 考核存在的问题，有针对性的运用相关理论，运用合理的绩效考核方法，对现行 的绩效考核进行优化，解决企业存在的问题。第一从绩效考核的理论出发，整理 出绩效考核的相关概念，绩效考核常用的方法，为整个研究做好理论基础。第二 对甘肃路桥建设集团的概况进行阐述，介绍公司组织架构及以及人力资源情况, 对其现行的项目经理的绩效考核现状进行描述，并通过问卷调查法及访谈法分析 总结现行的绩效考核存在的如普遍对绩效考核的重要性认识不足，绩效考核指标 不全面不科学，绩效考核反馈机制不健全，绩效考核结果运用单一等问题，并分 析出现问题的原因。第三在明确优化的目标与原则的基础上从绩效考核指标的制 订，绩效考核流程，绩效考核结果反馈，考核结果运用等方面着手，优化甘肃路 桥建设集团项目经理的绩效考核。最后就新的绩效考核的有序实施提出相应的组 织保障、制度保障、文化保障和资金保障。

As a basic industry, construction industry is an important material production sector of our national economy. The construction industry has been developing rapidly in recent years with the proposal of the goal of building a transportation powerful country by 2035. Construction Enterprises as the direct participants in the implementation of this goal, is also facing great opportunities and challenges. With the further development of science and Technology, talents become the main competition among construction enterprises. On the other hand, the improvement of professional technology also needs talents, so how to attract talents, how to retain talent has become the key to human resource management. After nearly 70 years of development and accumulation, the company has grown into a comprehensive road construction enterprise whose business covers highway engineering, municipal engineering, airport engineering, railway engineering, Hydropower Engineering, New Infrastructure Engineering, project investment, scientific and Technological Research and development, design consultation, test and inspection, traffic and greening, road maintenance, equipment leasing, new material research and development and sales. With a large number of successful highway construction projects in recent years, the company's human resource management problems are gradually prominent,especially for project managers to implement the performance evaluation problems are increasingly prominent. Optimize and perfect performance appraisal, make it scientific and effective operation, so that enterprises can attract, retain and train talents, for the further development of enterprises to provide talent security.

This paper studies the performance appraisal of project manager of Gansu Road and bridge construction group, analyzes the problems existing in the current performance appraisal, applies relevant theories and reasonable methods of performance appraisal, to optimize the current performance appraisal to solve the problems of enterprises. First, from the theory of performance appraisal, sort out the relevant concepts of performance appraisal, performance appraisal commonly used methods, for the whole study to make a good theoretical basis. Secondly, it expounds the general situation of Gansu Road and bridge construction group, introduces the organization structure of the company and the situation of human resources, and describes the present situation of the performance appraisal of the project manager, and through the analysis of the questionnaire survey method to summarize the existing performance appraisal, such as the general lack of awareness of the importance of performance appraisal, performance appraisal indicators are not comprehensive and scientific, performance appraisal feedback mechanism is not perfect, the results of performance appraisal use single and other issues, and analysis of the reasons for the problems. Thirdly, on the basis of defining the objective and principle of optimization, we should start with the establishment of Performance Evaluation Index, the process of performance evaluation, the feedback of performance evaluation results, and the application of evaluation results, optimize the performance appraisal of project manager of Gansu Road and bridge construction group. Finally, the new performance evaluation of the implementation of the orderly proposed corresponding organizational security, system security, cultural security.