目 录
摘要……………………………………………………… I
1 绪论…………………………………………………… 1
1.1 绩效考核相关理论综述…………………………………… 1
1.2 研究意义……………………………………………… 1
1.3 研究内容和方法………………………………………… 2
2 国内外研究动态………………………………………….. 2
2.1 国外研究动态………………………………………….. 2
2.2 国内研究动态………………………………………….. 3
3 中石化河南南阳分公司加油站站长绩效考核现状分析……………… 4
3.1 中石化河南南阳分公司加油站简介………………………….. 4
3.2 中石化河南南阳分公司加油站站长绩效考核现状……………….. 4
3.3 中石化河南南阳分公司加油站站长绩效考核方案存在的主要问题…… 5
3.3.1 绩效考核指标设置不合理……………………………….. 5
3.3.2 绩效考核流于形式…………………………………….. 5
3.3.3 绩效考核反馈未到达预期效果……………………………. 6
3.4 中石化河南南阳分公司加油站站长绩效考核方案存在的问题的原因…. 6
3.4.1 管理层对绩效考核理论认识不足………………………….. 6
3.4.2 基层员工对绩效考核认识不足……………………………. 6
3.4.3 绩效考核工作不规范…………………………………… 7
4 中石化河南南阳分公司加油站站长绩效考核方案改进措施………….. 7
4.1 重新设置科学合理的绩效考核指标………………………….. 7
4.2 加强绩效考核小组成员的培训工作………………………….. 8
4.3 建立合理的绩效考核反馈机制……………………………… 8
5 结论…………………………………………………… 9
参考文献：………………………………………………… 9
致谢…………………………………………………….. 10
中石化加油站站长绩效考核问题及对策研究–以河南南阳分公司为例
摘要：随着经济发展，石油行业竞争更加剧烈，运用合理科学有效的人力资源管理，是使企业脱颖而出的方法之一，在企业中人力资源管理是企业战略性发展的必要条件，人力资源需要科学合理的分配人员，最大化的开发出人的潜力，才有可能达到企业所要发展的战略性目标。中石化河南南阳分公司加油站站长绩效考核存在着绩效考核指标设置不合理、绩效考核流于形式、绩效考核反馈未到达预期效果等问题，文章结合上述问题的出现，进一步分析中石化河南南阳分公司加油站站长绩效考核方案存在的问题的原因。最后，提出中石化河南南阳分公司加油站站长绩效考核方案的改进措施，如：重新设置科学合理的绩效考核指标、加强绩效考核小组成员的培训工作、建立合理的绩效考核反馈机制。
关键词：中石化加油站；绩效考核；对策研究；
Study on the performance evaluation of Sinopec gas station and Its Countermeasures — a case study of Nanyang branch of Sinopec
Abstract：With the development of economy, the oil industry competition is more intense, the use of scientific and effective human resource management, is one of the methods of enterprise talent shows itself in the enterprise, human resources management is a necessary condition for the strategic development of enterprises, human resources needs a scientific and reasonable allocation of staff, developed to maximize human potential, will it be possible to achieve strategic objective to the development of enterprises. In this paper, from the theoretical analysis of performance evaluation, combined with the performance evaluation of Henan branch of Sinopec Nanyang gas station, this paper analyzes the problems in the performance evaluation of the station. First of all, Henan Nanyang branch of Sinopec gas station has carried on the brief analysis, secondly, analyzes the present situation of Sinopec Henan Nanyang branch chief performance appraisal of the gas station, and then points out the main problems existing, the performance appraisal program: performance appraisal index set unreasonable, performance assessment form, performance appraisal feedback does not reach the expected effect according to the above problems appear; the further analysis of Sinopec Henan Nanyang branch causes performance appraisal program problem of gas station stationmaster. Finally, Sinopec Henan Nanyang branch proposed improvement measures, performance appraisal station gas station such as: to set up scientific and reasonable performance evaluation index, strengthen the assessment team training work, establish a reasonable performance appraisal feedback mechanism.
Key words: Sinopec gas station; performance appraisal; countermeasure research;
