摘要
知识经济时代,企业之间的竞争已经从资本、产品等层面过渡到了人力资源
层面,只有那些拥有良好人力资资源且将人力资源的作用充分加以发挥的企业才
能够在激烈的市场环境中树立持久竞争优势。绩效考核作为人力资源管理的重要
模块之一,运用得当将能够充分发挥人力资源这一企业最重要资源带给企业发展
的重要作用,越来越多的企业管理者开始认同绩效考核的作用,并在绩效考核方
面进行了大量有益探索。这些年来,随着我国保险行业竞争的不断加剧,众多保
险公司纷纷在绩效考核方案的构建方面投入了大量的人力以及物力,希望能够通
过构建适合企业自身情况的绩效考核方案来给企业竞争优势的提升注入更多的能
量。然而调查中发现,很多保险公司虽然通过绩效考核方案的构建以及实施一定
程度上提升了企业的绩效考核水平,但是总体来看并没有取得预期的效果,远远
无法有效的提升企业的竞争优势,并影响到了保险企业的健康发展。鉴于此有必
要对绩效考核这一课题进行研究,希望通过本研究来为企业绩效考核水平的提升
做出有益探索。本文基于关键业绩指标考核法这一研究视角,选择泰康人寿为研
究对象,综合运用文献研究、个案研究等方法,在对该企业关键业绩指标考核过
程中存在的问题进行全面分析的基础之上,对问题背后的原因进行了深入的挖掘,
在此基础之上提出了绩效考核方案的构建以及优化策略。
本文共分为六章。第一章为导论,阐述了研究背景与意义,梳理分析了国内
外研究文献,阐述了本课题的研究框架与方法。第二部分为相关理论综述,重点
对绩效考核、关键业绩指标法等核心概念进行了界定,并对绩效考核方法以及绩
效考核和绩效考核的区别进行了总结阐述。第三部分为案例分析,通过对泰康人
寿公司关键业绩指标考核现状分析进行了分析。第四部分依据绩效考核的流程,
对该公司关键业绩指标考核各个环节的所存在的问题进行了探讨,并分析了原因。
第五部分为泰康人寿公司关键业绩指标法考核方案设计,本章对该公司绩效考核
总体思路、指标设计、流程优化、结果运用等内容进行了概括。第五章为结论与
展望。
关键词:绩效考核,关键业绩指标,KPI,问题,对策
ABSTRACT
Era of knowledge economy,competition among enterprises has grown from the
capital , products and other aspects of the transition to the level of human resources ,
only those with good human capital resources and the role of human resources will be
sufficient to be able to play in business in the fierce market environment, and establish
lasting competitive advantage. Human resource management performance appraisal as
one of the important modules,used properly will be able to give full play to human
resources, the company's most important resource to bring an important role in the
development of enterprises,more and more business managers began to identify the
role of performance appraisal and in the performance appraisal for a lot useful
exploration . Over the years , as China's insurance industry, the growing competition ,
many insurance companies have been constructed in the performance appraisal program
has invested a lot of manpower and material resources, want to be able to build their
own conditions for enterprise performance appraisal program to give companies a
competitive advantage enhance inject more energy. However, the survey found that
many insurance companies although the building through the performance appraisal
program and the implementation of a certain extent, enhance the company's
performance appraisal level, but overall did not achieve the desired effect, far unable to
effectively enhance the company's competitive advantage,and affect the healthy
development of the insurance business . For this reason it is necessary to study the
performance appraisal of this topic , I hope through this study for the enterprise
performance appraisal to enhance the level to make a useful exploration. This
evaluation method based on key performance indicators for this research perspective ,
select the Taikang Life as the research object,the integrated use of literature research ,
case studies and other methods, key performance indicators in the evaluation process of
enterprise problems on the basis of a comprehensive analysis , on the reasons behind the
problem in depth of the excavation, on this basis proposed construction and
performance appraisal program optimization strategy .
This paper is divided into six chapters. The first chapter is an introduction to
explain the research background and significance,combing analysis of domestic and
international research literature to explain the framework of the research projects and
methods . The second part is the theory overview,focusing on the performance
evaluation, key performance indicators and other core law defines the concept , and
performance evaluation methods, and performance evaluation and performance
appraisal differences are summarized elaborated . The third part is the case study ,
through the Taikang Life Insurance Company's key performance indicator assessment
Analysis analyzed. The fourth part of the basis for performance evaluation processes,
the company's key performance indicators for evaluation of all aspects of the problems
were discussed and analyzed the causes. The fifth part is Taikang Life Insurance
Company key performance indicators France appraisal program design,this chapter
general idea of the company's performance appraisal,index design , process
optimization, the use of such content results are summarized . Chapter V Conclusion
and Outlook .
KEY WORDS: Performance appraisal,Key performance indicators, KPL
Problems,Countermeasures
1绪论
1.1选题背景及意义
伴随着经济社会的不断发展,人力资源成为了企业最重要的资源,如何通过
有效的手段来对人力资源进行管理以及幵发,从而充分发挥其对于企业发展的重
要促进作用正在不断的考验着企业管理者的智慧。绩效考核作为一种有效的人力
资源管理工具,运用得当能够极大的激发员工的潜能,充分的激发人力资源的潜
會巨,从而为企业的发展注入更多的活力。尽管目前我国很多企业都已经建设了绩
效考核方案,并在绩效考核方面做出了大量的有益探索,但是总体来看,我国企
业的绩效考核水平并没有达到企业发展的需要,绩效考核很多时候都成为了企业
的一项例行管理措施,其效果令人质疑。一些企业不合适绩效考核方案不仅仅不
能达到预期的绩效考核效果,反而会给企业绩效水平的提升带来负面影响。鉴于
此,企业应加强绩效考核方案构建的探索,从而为企业人力资源效能的发挥奠定
良好的基础。
保险行业被誉为21世纪的朝阳产业,这些年来,随着我国居民生活水平的不
断提升以及居民保险意识的不断觉醒,保险行业迎来了发展的黄金时期,保险行
业的规模连续多年都保持着一个高速的增长态势。保险行业的巨大市场规模以及
良好的发展前景吸引到了越来越多的民营、外资资本介入这一行业,由此导致保
险行业的竞争円趋白热化。在保险行业竞争不断加剧以及整个环境瞬息万变的背
景下,客观上要求保险企业加强绩效考核方案的建设,通过良好的绩效考核方案
来为企业的薪酬分配、培训开展、人员晋升等工作的开展提供基础的资料数据,
这样才能保证上述工作的有效性,进而带来员工工作积极性的提升,并带来企业
竞争优势的构筑。实践证明,绩效考核的实施确实一定程度上提升了整个保险行
业的绩效水平,但是很多保险企业既有的绩效考核方案存在很多的问题,这种绩
效考核方案并没有真正做到绩效导向,从而影响到了绩效考核的效果。泰康人寿
成立于上世纪90年代中期,自公司建立以来,受益于整个保险行业的欣欣向荣,
该公司各项保险业务一直都处于一个快速发展的阶段,但是由于这些年来保险行
业竞争的不断加剧,加上行业增速的放缓迫使企业管理层幵始重视绩效考核方案
的构建。行业竞争的加剧给该公司绩效考核提出的更高、更多要求,必须要尽快
的进行现有关键业绩指标考核管理体系的重新设计,从而为核心竞争力的进一步
提升奠定基础。