摘 要
随着全球经济的快速发展，绩效管理在企业管理中越来越重要。这其中处于
核心地位的绩效考核，也越来越受到企业的关注，也已成为企业人力资源管理的
重点，绩效考核指标的设定往往成为企业设计绩效考核体系的关键所在。通过科
学的绩效考核来调动不同层次员工的工作积极性，提升企业的核心竞争力，为企
业发展吸引、培养和激励所需的核心人才，是企业生存和发展的关键。
绩效考核是组成人力资源管理的至关重要部分之一，是组织实现企业战略目
标的有效控制手段之一，建立有效的绩效考核体系有利于提升企业管理水平，有
利于提高企业竞争力。本文以长城金融设备有限公司为研究对象，通过对公司绩
效体系的全面剖析，探索出本公司在绩效考核执行过程中存在的问题，以及产生
这些问题的原因。长城金融设备公司是一家金融设备企业，近几年，由于外部市
场环境利好，销售收入及利润有了快速增长。但管理者研究发现，企业中现存的
管理方式及其考核手段不能满足企业快速发展的需要。本文通过问卷调查以及面
谈，对企业现行的绩效考核进行实际调查，根据企业层面，部门层面，企业人员
三个不同的层级分别进行测量，运用在 MBA 学习期间所学到的理论知识和工作
期间积累的经验，提出了变革后的长城金融设备有限公司绩效考核的思路，对公
司现行的绩效考核体系进行了再设计，旨在帮助企业规范绩效考核，更好地留住
员工，激励员工，评价员工，发展员工，为企业长远发展储备坚实的人力基础。
本文的特点是在分析金融设备企业的业务、管理现状的基础上，运用绩效考
核理论和实践方法，建立部门和个人岗位相结合的绩效考核体系。在考核过程中，
首先根据平衡计分卡，我们确定各部门的绩效考核重点，然后运用 KPI，我们把
考核重点再细分为具体的绩效考核指标。改进后的绩效考核体系既重视 KPI 指标
的收集、总结、改善和提高，也重视业务管理和日常行为规范的有效落实，把绩
效沟通贯穿于绩效考核的全过程，把绩效考核的结果和员工薪酬、职业发展联系
起来，以促进公司和员工的共同提升和发展。
关键词：长城金融设备有限公司；绩效考核；平衡计分卡；关键绩效指标
Abstract
Along with global economy fast developing ， performance management in
business management is more and more important. Among this ， performance
measurement is also paid more attention in the core position in a company，and has
already become the key point of human resources management. Setting the
performance measurement index almost is the key of designing the performance
measurement system. How to promote the enterprise's core competitiveness and how
to motivate staffs through the science performance appraisal，to attract，to cultivate
and to motivate the core talented person， are the key factors for survival and
development of the enterprise.
The performance appraisal is an important component of human resource
management， and it is the effective control method for the organization to reach the
strategic target. Establishing the effective performance appraisal system is important
to promote management level of the business，to enhance competitive power of the
enterprise. This article takes the Great Wall Information Finance Corporation as the
object of study. After making a research on the company’s performance appraisal
system，the author helps the company try to carry on the re-engineering and the
implementation with the performance appraisal system. The Great Wall Information
Finance Corporation is a communication electronic enterprise. In recent years，its
market has been growing rapidly. As for human resource management， not only the
mode of administration，but also the tool of performance management cannot meet the
enterprise’s fast need to develop. As a manager of resource department in the
company ， the author takes an investigation by questionnaire and talking with
workers and staffs referring to the enterprise’s strategy goal ， the enterprise’s
personnel and the service characteristic. Meanwhile, according to the knowledge
learned in the study of MBA and the accumulation experience，the author has carried
on the re-engineering to the company’s performance appraisal system， in the purpose
of helping the enterprise enhance the performance appraisal， drive the ideal well，
“ the staff acts as low key personhood， works earnestly”， achieves the sales target.
In this paper ， on the basis of analysis of financial equipment company's
business， management status，the author uses the performance appraisal theories and
practices to create a Combination of performance appraisal system of the sector and
individual positions. In the assessment process，firstly，according to the Balanced
Scorecard ， we determine the focus of the performance evaluation of various
departments，then the use of KPI，the assessment focus is subdivided into specific
performance index. Improved the performance appraisal system， not only i pay more
attention to collect the information of the performance appraisal indicators ，
constantly analyze and improve performance appraisal indicators，but also attaché
great importance to make the standardized business management and day-to-day
behavior put into effect. The results of performance appraisal are linked with staff
salaries，career development to promote the company and employees to improve and
develop.
Key words: Great Wall Information Finance Corporation; Performance appraisal;
Balance Score Cards; Key Performance Indicator