摘 要
现代企业的竞争在很大程度上是人才的竞争，由于企业的所有活动都要靠人
去完成，可见人力资源是所有资源中最为宝贵的资源。但是，企业目标和个人目
标往往不能够达到一致，所以使用适当的、符合企业实际情况的绩效管理方案来
约束和激励员工显得至关重要。恰当的绩效管理能将员工的工作活动与组织目标
联系起来，将企业员工个人绩效、团队绩效、部门绩效整合到企业的整体绩效中
来，在企业内部形成上下一致的局面，无疑是实现企业的发展战略目标、提高企
业竞争力的重要手段。但在企业的实际工作中，如何建立有效的绩效管理体系，
利用绩效管理的方法和手段来推动企业发展却是一个较大的难题，也是我国国有
企业目前普遍亟待解决的问题。
本文以洛阳炼化工程公司为研究对象，着重结合洛阳炼化工程公司现运行的
绩效管理模式进行分析和研究。从绩效管理的发展和演变过程来看，在企业管理
过程中，好的绩效管理模式的有效运行对企业的发展和壮大至关重要。本文认为
洛阳炼化工程公司的绩效管理体系不尽完善，绩效管理制度不够科学，绩效考核
手段和方法针对性不足，绩效薪酬分配达不到公正合理，这样会影响到企业员工
的工作积极性和创造性，进而影响到企业整体经济效益的提高和企业战略目标的
实现。对洛阳炼化工程公司绩效管理体系进行诊断和改进对其吸引人才、留住人
才、以及发挥人才积极作用以及整合人力资源管理有着重要的现实意义，也是其
实现企业战略目标的一个重要手段。
关 键 词：洛阳炼化工程公司，绩效管理模式，绩效考核，绩效改进
论文类型：专题研究型论文
ABSTRACT
The competition of modern enterprises to a great extent is the talent's competition,
due to all the enterprises’ activities are rely on people to complete, so the human
resource is the most valuable resource of all. However, enterprise goals and individual
goals are not capable of achieving consistent, so the use of performance management
solutions which is appropriate and in line with the actual situation of the enterprise to
constraint and incentive employee is crucial. Appropriate performance management
will link the staff activities and organizational objectives, integrate the employee
individual performance, team performance, department performance into the overall
performance of the enterprise , formed a consistent situation inside the enterprise, it’s
undoubtedly an important means to achieve the enterprise development’s strategic
goals and improve the enterprise competition. But in the actual work, how to establish
an effective performance management system, using performance management
methods and means to promote the development of enterprises is still a big problem, it
is also a common problem that the state-owned enterprise of our country have to deal
with at present.
This article takes the Luoyang Refining & Chemical Engineering Company as the
object of the study, focusing on the analysis and research about Luoyang
petrochemical engineering company operating performance management model. From
the performance management development and evolution, in business management
process, a good performance management mode in effective operation is crucial for
enterprise development and growth. This paper argues that the Luoyang Refining &
Chemical Engineering Company performance management system is not perfect, the
performance management system is not scientific, performance appraisal means and
methods aiming at deficiency, performance salary distribution is not up to the fair and
reasonable, it will affect the employees ' working enthusiasm and creativity, so as to
affect the improvement of the whole economic benefits and the achievement of the
corporate strategic goals. Diagnosis and improve the Luoyang Refining & Chemical
Engineering Company performance management system has important practical
significance to attract talents, retain talents, and lead talents to play a positive role and
integrate the human resource management ,but it’s also an important means to achieve
the strategic objectives of the enterprise.
Key word: Luoyang petrochemical engineering company limited, Performance
management model, Performance appraisal, Performance improvement
Paper type: Thematic research