摘 要
目前，随着十八大的顺利召开，军队制度改革的呼声越来越高。做好干部的日常考核
评价工作，规划军人职业发展方向，使得军队干部能安心于军事事业，是干部管理面临的
重大难题。
本文紧跟绩效考核的前沿理论，结合总参某小远散直部队管理工作实际情况，以位于
距离主营区 100 多公里的某部队作为研究对象，针对单位主官以下不同的部门与岗位进行
指标细化说明和量化调整。深入分析我部小远散直单位内部绩效管理现状，发现问题查找
原因。通过运用现代政企的先进经验、管理方法与成熟理论，尝试采用釆用马斯洛需求分
析理论、平衡计分卡、KPI 改进绩效指标。改进过程中积极调动广大官兵的参与热情，同
时培训专业人员介入绩效考评过程，进一步加强内部个体认知，激励干部成长，组织环境
改善，引导军队特色干部队伍建设。文章从现实入手，明确单位战略目标组织期望，又通
过访谈与调查问卷了解基层干部实际需求，并将反馈沟通及时用于指标的选择与权重的弹
性处理。最后利用信息技术结合管理流程与保障措施，使考评结果公平合理有效透明应用，
靠制度组织环境吸引人才，让其发挥自身优势，促进组织效率、部队战斗力提升。
关键词：军队干部 绩效考评 指标体系 KPI
ABSTRACT
At present, with the opening of 18th session of the National People's Congress ,the call of
the military system reform become more and more high. It is a major problem of the cadre
management to do a good job of daily evaluation cadres, making army cadres comfortable in
military.
Keeping up with the frontier theory of performance management, combining actual
situation of the 100 kilometers unit of Army , this paper analyzes internal performance and index
quantitative which is adjust to the different departments. In-depth analysis situation of our small,
remote, scattered and directly unit of Army , we will find that the problem and the reason. Using
the advanced experience of the modern enterprise and the situation to carry on the organic
conjunction, attempting to adopt maslow's demand theory, the balanced scorecard and KPI
model ,it can take into account the improvement of performance indicators. Improvements in the
process of actively, arouse the enthusiasm of officers and soldiers training professionals involved
in performance appraisal indicators at the same time. Strengthen internal individual cognition,
encouraging growth, organization environment and guide features army cadres team construction.
From the perspective of the reality, this paper make sure the unit strategic goals organizational
expectations, and through interview and questionnaire to understand the grassroots cadres actual
demand, separating the middle-level cadre's position and performance evaluation indicators,
flexibility to deal with index weight . It will timely feedback with communication of choice and
weights which are used for processing. Using information technology for management processes
and safeguard measures, make evaluation results fair and reasonable effective transparent on
system organization environment to attract talent, let play their own advantages, promote the
organizational efficiency, troop strength ascension.
KEY WORDS：army cadre; performance evaluation; index system; KPI