关于铁路提速改造项目的绩效考核体系设计研究
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摘要
目前很多铁路施工企业的生产活动大都以项目的形式进行,而现代项目管理和人力资源管理理论进入我国的时间比较短,其绩效管理没有制度化、系统化,而且对于施工项目的参与人员的考核是随企业一起推行,而非根据项目特点的有针对性的绩效管理。建立相适应的绩效评价体系并对施工项目人员进行有效的绩效考核,对于改善项目的经营管理水平,促进工作绩效的提高和项目目标的达成,从而推进整个铁路施工行业的发展都有重要的现实意义。鉴于此,本文从绩效考核的理论和方法出发,结合铁路提速改造项目的具体实践,全面探讨了项目绩效考核体系的设计问题。
At present, production activities of many railway construction enterprises are in the form of projects. But it’s not a long time since theory of modern project management and modern human resource management was introduced into our country. Performance management especially project performance management haven’t been institutionalized and systematized yet. So it has important practical significance for improvement of their management level and organization performance and achieving project aim and development of railway construction industry to establish performance evaluation system and evaluate effectively project workers' performance by it. According to that, this paper make an all-round study of performance evaluation system design based on basic theory and methods of performance evaluation and in combination with the specific practice in performance evaluation of speed increasing project of railway.
At present, production activities of many railway construction enterprises are in the form of projects. But it’s not a long time since theory of modern project management and modern human resource management was introduced into our country. Performance management especially project performance management haven’t been institutionalized and systematized yet. So it has important practical significance for improvement of their management level and organization performance and achieving project aim and development of railway construction industry to establish performance evaluation system and evaluate effectively project workers' performance by it. According to that, this paper make an all-round study of performance evaluation system design based on basic theory and methods of performance evaluation and in combination with the specific practice in performance evaluation of speed increasing project of railway.
引文
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[2] 陈万明,卓越.有效推行度绩效考核的探讨.管理案例,2003.3
[3] 丁可可,陈生,孙晋同.绩效定量考核重要度加权系数的确定原则与方法.丹东纺专学报,1999.9
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[6] 郭新强.企业绩效定量考核标准的权变分析.南京工程学院学报,2002.6
[7] 胡淑红.传统人事管理与网络时代人力资源管理的比较.山东行政学院山东省经济管理干部学院学报,2004.3
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[18] 鲁幼明.对绩效考核新变化的认识.调查研究,2005.10
[19] 马恒英.现代绩效考核中的考评沟通及技巧.社会科学家,2003.9
[20] 苗青.如何设计考核指标权重.企业人力资源管理,2004.1
[21] 盛运华,赵宏中.绩效管理作用及绩效考核体系研究.武汉理工大学学报,2002.2
[22] 斯蒂芬.P.罗宾斯.组织行为学.中国人民大学出版社,1997.7
[23] 陶宽.如何建立关键业绩指标体系.中国人力资源开发,2000.2
[24] 王刚,李志祥.现代人力资源绩效考核方法比较研究.现代管理科学,2005.9
[25] 叶向峰,石金花.如何进行绩效考核体系设计.新思路,2004.1
[26] 张春百,时勘,杨继锋.360 度反馈评价模式.工厂管理,2000.2
[27] 张有方.员工绩效考评体系设计.中国人力资源开发,2004.5
[28] 劳伦斯.S.克雷曼.人力资源管理.北京:机械工业出版社,2005
[29] 迈克尔.比尔等.管理人力资本.华夏出版社,1998
[30] 彭剑锋,饶征.基于能力的人力资源管理.中国人民大学出版社,2003
[31] 德瓦尔.绩效管理魔方:世界知名企业如何创造可持续价值.上海交通大学出版社,2002
[32] 琼斯.绩效管理.上海:上海交通大学出版社,2003
[33] 安鸿章.现代人力资源管理.北京:中国劳动出版社,1994
[34] 陈建青.532 绩效考核模型.经济管理,2002 (3)
[35] 杜勇.让绩效管理有效性更持久.人力资源开发与管理,2005 (8)
[36] 方振邦.绩效管理.北京:中国人民大学出版社,2003
[37] 封子政.创建战略导向绩效管理体系的思考与实践.经济与管理,2004
[38] 江卫东.人力资源管理理论与方法.北京:经济管理出版社,2002
[39] 李修飞,李瑛,李修玲..对激励的理解与研究.企业经济,2003 (12)
[40] Blau G.Testing the longitudinal Impact of work variables and performance appraisal satisfaction on subsequent overall job satisfaction.Human Relations, 1999.8
[41] Flint DH. .The role of organizational justice in multi-source performance appraisal: Theory-based Applications and directions for research. Human Resource Management Review, 1999.9
[42] Laim SSK, Schaubrock J.Total quality management and performance appraisal: an experimental study of process versus results and group versus Individual approaches.Journal of organizational Behavior, 1999, 20(4)
[43] Langan-Fox J,Waycott J,Morizzi M,McDonald L.Predlctors of participation In performance appraisal: A voluntary system In a blue-collar work environment, International Journal of Selection and Assessment, 1998,6
[44] Paik Y, Vance C, Stage HD.A test of assumed cluster homogeneity for Performance management in four Southeast Asian countries.International Journal of Human appraisal Resource Management, 2000.4
[45] Smith WJ, Harrington KV, Houghton JD.Predictors of performance appraisal discomfort-A preliminary examination.Public Personnel Management, 2000.1
[46] Wayne F. Casio.Managing Human Resource.Mc Graw-Hi11,1995.8
[47] Cleveland. J. N. et al. Multiple uses of' performance appraisal: prevalence andcorrelates. Journal of Applied Psychollogy,1989
[48] Michael Armstrong and Angela Baron. Performance Management. London: The Cromwell Press,1998
[49] Edward Baker and Janet Porter. The Management Moment-Focusing on Outcomes Through Report Cards. Journal of Public Health Management and Practice, 2004 (10)
[50] Franklin Hartle. How to Reengineer Your Performance Management Process. London Clays ltd. Stlves Plc, 2003
[2] 陈万明,卓越.有效推行度绩效考核的探讨.管理案例,2003.3
[3] 丁可可,陈生,孙晋同.绩效定量考核重要度加权系数的确定原则与方法.丹东纺专学报,1999.9
[4] 冯乃秋,王淑红.企业员工绩效考核与激励的方法——百分考核计奖核算法.河 北建筑科技建筑学院学报,2002.9
[5] 耿蕾.国有建筑企业中的人力资源开发与管理.建筑管理现代化,2003.1
[6] 郭新强.企业绩效定量考核标准的权变分析.南京工程学院学报,2002.6
[7] 胡淑红.传统人事管理与网络时代人力资源管理的比较.山东行政学院山东省经济管理干部学院学报,2004.3
[8] 胡万蓉,王任重,贾善敏.现代绩效考核体系的构建.安徽工业大学学报(社会科学版),2005.7
[9] 李红卫,徐时红.绩效考核的方法及关键绩效指标的确定.经济师,2002.5
[10] 陈远,钟晚星.信息系统项目负责人的绩效评估.中国图书馆学报,2003.6
[11] 白思俊.现代项目管理(上、中、下) .北京:机械工业出版社,2002
[12] 陈远,寇继虹,代君.项目管理.武汉:武汉大学出版社,2002
[13] 李剑峰主编.绩效考核与管理案例.电子工业出版社,2005.1
[14] 李瑞琳.目前国企绩效考核存在的问题与对策分析.人才资源开发,2004.12
[15] 梁军.浅谈国有企业实施度考评法存在的主要问题.西安欧亚学院学报,2005.7
[16] 林泽炎.量化工作绩效的关键考核工具的设计及举例.企业人力资源管理,1999.12
[17] 刘视湘,洪炜.国外绩效评估研究.中国人才,2001.11
[18] 鲁幼明.对绩效考核新变化的认识.调查研究,2005.10
[19] 马恒英.现代绩效考核中的考评沟通及技巧.社会科学家,2003.9
[20] 苗青.如何设计考核指标权重.企业人力资源管理,2004.1
[21] 盛运华,赵宏中.绩效管理作用及绩效考核体系研究.武汉理工大学学报,2002.2
[22] 斯蒂芬.P.罗宾斯.组织行为学.中国人民大学出版社,1997.7
[23] 陶宽.如何建立关键业绩指标体系.中国人力资源开发,2000.2
[24] 王刚,李志祥.现代人力资源绩效考核方法比较研究.现代管理科学,2005.9
[25] 叶向峰,石金花.如何进行绩效考核体系设计.新思路,2004.1
[26] 张春百,时勘,杨继锋.360 度反馈评价模式.工厂管理,2000.2
[27] 张有方.员工绩效考评体系设计.中国人力资源开发,2004.5
[28] 劳伦斯.S.克雷曼.人力资源管理.北京:机械工业出版社,2005
[29] 迈克尔.比尔等.管理人力资本.华夏出版社,1998
[30] 彭剑锋,饶征.基于能力的人力资源管理.中国人民大学出版社,2003
[31] 德瓦尔.绩效管理魔方:世界知名企业如何创造可持续价值.上海交通大学出版社,2002
[32] 琼斯.绩效管理.上海:上海交通大学出版社,2003
[33] 安鸿章.现代人力资源管理.北京:中国劳动出版社,1994
[34] 陈建青.532 绩效考核模型.经济管理,2002 (3)
[35] 杜勇.让绩效管理有效性更持久.人力资源开发与管理,2005 (8)
[36] 方振邦.绩效管理.北京:中国人民大学出版社,2003
[37] 封子政.创建战略导向绩效管理体系的思考与实践.经济与管理,2004
[38] 江卫东.人力资源管理理论与方法.北京:经济管理出版社,2002
[39] 李修飞,李瑛,李修玲..对激励的理解与研究.企业经济,2003 (12)
[40] Blau G.Testing the longitudinal Impact of work variables and performance appraisal satisfaction on subsequent overall job satisfaction.Human Relations, 1999.8
[41] Flint DH. .The role of organizational justice in multi-source performance appraisal: Theory-based Applications and directions for research. Human Resource Management Review, 1999.9
[42] Laim SSK, Schaubrock J.Total quality management and performance appraisal: an experimental study of process versus results and group versus Individual approaches.Journal of organizational Behavior, 1999, 20(4)
[43] Langan-Fox J,Waycott J,Morizzi M,McDonald L.Predlctors of participation In performance appraisal: A voluntary system In a blue-collar work environment, International Journal of Selection and Assessment, 1998,6
[44] Paik Y, Vance C, Stage HD.A test of assumed cluster homogeneity for Performance management in four Southeast Asian countries.International Journal of Human appraisal Resource Management, 2000.4
[45] Smith WJ, Harrington KV, Houghton JD.Predictors of performance appraisal discomfort-A preliminary examination.Public Personnel Management, 2000.1
[46] Wayne F. Casio.Managing Human Resource.Mc Graw-Hi11,1995.8
[47] Cleveland. J. N. et al. Multiple uses of' performance appraisal: prevalence andcorrelates. Journal of Applied Psychollogy,1989
[48] Michael Armstrong and Angela Baron. Performance Management. London: The Cromwell Press,1998
[49] Edward Baker and Janet Porter. The Management Moment-Focusing on Outcomes Through Report Cards. Journal of Public Health Management and Practice, 2004 (10)
[50] Franklin Hartle. How to Reengineer Your Performance Management Process. London Clays ltd. Stlves Plc, 2003