中建七局五公司绩效考评与激励的问题及对策

华北工学院分院管理工程系毕业论文

中建七局五公司绩效考评与激励的问题及对策

作 者：何 超

指导教师：吴孝芹

【摘 要】现代企业的竞争力越来越依赖于员工的知识和能力，员工的知识和能力有赖于的激励机制。有效的绩效考评系统、科学的激励制度及合理的薪酬体系是吸引优秀人才、激励员工努力工作，不断提高企业竞争力的重要基础。企业只有在制度创新过程中，逐渐建立以能力和绩效为基础的评价体系和奖酬激励体系，并重视员工的生涯发展，才能在日益激烈的竞争中赢得优势，从而掌握市场的主动权。针对自己所在的中建七局五公司的实际情况，在对公司内部绩效考评系统进行诊断并结合相关绩效考评理论的基础上，设计出一套适合公司的员工绩效考评和薪酬激励系统。

【关键词】人力资源 绩效考评 薪酬激励 改进

【Abstract】The competitiveness of modern enterprises depends on the staff's knowledge and ability more and more, incentive mechanism that the staff's knowledge and ability depend on. Effective performance check and rate system, scientific incentive system and reasonable salary system to attract outstanding talent, encourage staff work hard, improve the important foundation of enterprise's competitiveness constantly. Enterprises set up the system of appraisal based on ability and performance and award reward and encourage the system gradually only in the course of system innovation, the career of paying attention to the staff is developed, could gain the advantage in the keen competition day by day , thus grasp the initiative of the market. Build seven office five actual conditions of company in whom oneself belong to, in performance check and rate system is it diagnose and combine relevant performance not to check and rate foundation of theory to go on to company, design one suitable for staff performance of company check and rate with the salary encouraging the system.

【Key Word】Human resources Performance checking and rate Salary encouraging Improvement

1. 绩效考评与激励方法的理论综述

1.1. 关键事件法

1.1.1. 概念

关键事件法是指员工的上级在绩效考核的过程中回忆他所观察到的员工突出的工作行为，列出一张员工行为的清单，从而将员工的好的行为和差的行为分别记录在表格中，据此对员工进行评价。这样一份结构化的行为记录表，不但提供了考核的依据，而且使考核的结果更为准确和客观。由于要对员工的工作表现进行记录，上级会一直留意员工的工作表现，而不是在年中或年末才根据员工近期的表现做一个评估。而且这样可以给员工提供好的工作范例，上级在给表现较差的员工设定工作目标时，可以将此范例作为工作的样板。

1.1.2. 优缺点