摘 要
随着社会的发展，企业之间的竞争越来越体现为人才的竞争，如何能够有效的
留住人才、激励人才将成为企业未来发展中不变的课题，而绩效管理体系是企业人
力资源管理的核心内容，同时也是企业激励员工的重要手段。但是现在很多企业的
绩效管理体系不适应企业发展要求，这种不完善的绩效管理机制必将会影响到员工
积极性、创造性和稳定性，从而制约企业进一步的发展。如何利用先进的绩效管理
理论与企业的实际情况相结合，制定出适合企业发展的绩效管理体系显得尤为重要。
高效的绩效管理体系能够将企业的经营目标转化为详尽的、可测量的标准；能
将企业宏观的营运目标细化到员工的具体工作职责；能用量化的指标追踪跨部门的、
跨时段的绩效变化；能及时发现问题，分析实际绩效表现达不到预期目标的原因；
对企业的关键能力和不足之处做到一目了然；能为企业经营决策和执行结果的有效
性提供有效支持信息；能鼓励团队合作精神；能为制定和执行员工激励机制提供工
具。
本文以 BJMB 公司为研究对象，通过分析该公司的绩效管理运行现状，重点对绩
效管理体系中存在的问题进行分析，综合运用了问卷调查法和专家访谈法来进行现
状调研，分析出其存在的各项问题，并且针对这些问题进行了原因分析，提出了对
公司现有绩效考核进行流程化的改进，包括绩效计划、绩效辅导、过程改善与考核
反馈，并从工资调整、绩效奖金、员工异动和人才培养方面对绩效结果进行合理的
利用；以及对于公司绩效内容的改善，从绩效方法与指标梳理方面进行了重新设计。
希望通过一系列的优化与改进能对企业的绩效改进起到一定的助推作用。
关键词：绩效管理 绩效优化 人力资源管理 KPI
ABSTRACT
With the development of the society, the competition between the enterprises is more
and more embodied in the competition of talents, how to effectively retain talent,
motivate talent will become the enterprise for the future development of the same subject,
the performance management system is the core content of enterprise human resource
management, at the same time is also an important means of enterprises motivate
employees. But now a lot of enterprise performance management system does not meet
the requirements for enterprise development, the imperfect mechanism of performance
management will affect the staff enthusiasm, creativity and stability, thus restricted the
further development of enterprises. How to use the advanced performance management
theory and combining the actual situation of enterprises, to develop a performance
management system suitable for enterprise development is particularly important.
Efficient performance management system to the enterprise the management goal
into detailed and measurable standards; Can the enterprise macro operating goal
refinement to specific job responsibilities of employees; Use quantitative indicators to
track cross department, cross period of time the performance of the change; Can timely
found the problem, analysis the cause of the actual performance can not meet the target;
To the enterprise's key ability and shortcomings to do be clear at a glance; For the
effectiveness of the enterprise management decision and the execution result to provide
effective information support; Can encourage team work spirit; To provide tools to
develop and implement staff incentive mechanism.
Taking BJMB company as the research object, through the analysis of the
performance management of the company running the status quo, focusing on the
analysis of existing problems in performance management system, and the integrated use
of the questionnaire investigation and expert interview method to present situation
research, analysis of its various problems, and aimed at these problems cause analysis.
Proposed improvements to streamline the company's existing performance evaluation,
including performance planning, performance coaching, assessment of process
improvement and feedback, and from the wage adjustment, performance bonus and
cultivation of talents, staff changes the performance results are reasonable use; And for
the improvement of corporate performance content, from the aspects of performance
method and indicator combing the redesign. Hope that through a series of optimization
and improvement of enterprise performance improvement can play a role.
KEY WORDS ： performance management, performance improvement, human
resource management，kpi