员工的工作绩效，是指员工所取得的工作进展情况及目标完成情况，从操作
层面上讲，是指员工的经过考评的工作行为、表现及其结果。绩效考评是为确保
管理者所期望产生的并纳入考评的工作行为、表现及其结果而进行的企业内的管
理活动。

在建设员工绩效考评体系时，首先应对企业的战略有一个正确的理解，使员
工绩效体系的建设符合企业战略的需要。同时，对企业当前的组织环境从企业制
度、企业文化、企业人力资源的管理状况进行分析，使员工绩效考评体系与组织
的管理环境相适应、相匹配。

建立员工绩效考评体系，需从企业的战略角度出发，构筑企业的绩效目标体
系。企业可运用平衡计分卡的原理从财务、运营、客户、学习/成长等四个角度来
设计有益于企业战略实施的复合的绩效目标。在组织绩效目标设定的基础上，根
据组织职能的划分及各部门、各岗位职责的分配，将组织的绩效目标分解到具体
的工作岗位上，从而确定各岗位的绩效目标，并作为岗位绩效评价的依据。

实施员工绩效考评体系，需要明确企业人力资源部门及企业各级管理者在员
工绩效管理工作中的职责，从组织体系上对员工绩效管理工作的推行给予保障。

同时，要从企业文化、管理制度建设等方面创造一个有利于绩效管理工作推行的
组织环境。特别重要的是管理者要加强与员工间的沟通，通过工作过程中持续沟
通的管理行为促成员工达成期望的绩效目标。

关键词：绩效考评；绩效沟通；绩效反馈；职能设计；工作分析
Abstract
Corporations of marketing economy, in pursuit of benefits, must seek
consistently to reach the aims of performance. Establishing the system of staff
performance appraisal is a way to promote and guarantee organized performance by
many corporations.
The working performance of the staff means a condition of progress in working
and fulfillment of the aims of performance. Practically, it refers to the assessed
working behavior, performance and results of the working staff. Expected by the
management team, performance appraisal is an action taken to ensure working
behavior and working results need to be brought into the corporation evaluations.
When establishing in the corporation the staff performance appraisal system, it is
necessary to have a full understanding of the corporation strategies and accordingly
make this system fit for the strategies. At the same time, it is also necessary to make
an analysis of the organizational environment of the corporation in accordance with
its rules and principles, the corporation culture and its human recourses management
to make it compatible with the performance appraisal system.
Based on the existing corporation strategies, the establishment of staff
performance appraisal system requires the setting up of the aims of performance. Out
of these four aspects---finance, operations, customers, and learning/grow-up
corporations may be able to use BSC to design compound aims of performance
beneficial for carrying out corporation strategies. According to the distribution of the
organizational functions and the responsibilities in each department and each post
within the corporation, we will assign the organized aims of performance to specific
posts, and therefore ensure aims of performance of each post, which can be taken as
the basis for performance evaluation of the posts.
In order to establish the staff performance appraisal system, responsibilities and
obligations of human recourses department and the management team of different
levels need to be identified in the corporation to guarantee the practice of such a
system. On the other hand, improving the organizational environment as that of
corporation culture, management principles etc. also helps the practice of
performance appraisal system. It is of great importance that the management team
needs to strengthen communication with the staff and boosts the fulfillment of the
aims of performance as expected.
Key Words: Performance Appraisal; Performance Communication; Performance
Feedback; Design of Organization Function; Working Analyzing