21世纪是全球化的经济时代,随着中国加入世界贸易组织(WTO),中国企
业的发展遇到了前所未有的挑战,不仅国内市场的竞争日益激烈,而且还要面对
大批入华的外国企业,在企业相互竞争的过程中间,资本力量、科技水平、管理
水平等都会起到很大的作用,但是,随着知识经济逐渐发展,科技的进步,企业
之间的竞争归根结底是人才的竞争。只有将企业内部的人才管理好,让每一员工
都发挥其最大的功效才能增强企业的竞争力。因此,激发员工的积极性,提高企
业管理水平,实现企业目标并在众多竞争中胜出,是企业面临的普遍性问题,而
在企业实行绩效管理,是解决上述问题的有效途径。
郴州天泰烟叶复烤有限公司(以下简称:天泰公司)自2009年实行绩效管理
以来,取得了一定效果,但是还是存在许多问题:绩效考核流于形式、绩效沟通
匮乏,绩效跟踪工作开展不顺利,绩效管理过程敷衍了事,绩效结果应用不到位
等。这样的话,企业就无法通过绩效管理达到有效激励员工,提高管理水平,增
强竞争力的目的,基于天泰公司绩效管理的现状,绩效管理体系需要进行改进设
计。
本文通过对天泰公司原有绩效管理体系的研究分析,总结出绩效管理过程中
存在的各种问题,同时根据绩效管理理论,结合天泰公司的实际状况,对原有的
绩效管理体系进行了一定完善,从绩效计划、绩效计划实施的过程、绩效考核、
绩效反馈,到最后的绩效考核结果的应用,每一个步骤都对原有存在一些不合理
的地方进行了改进,以使绩效管理在天泰公司能够顺利的“落地开花”,并为天泰
公司的高速、稳定发展提供有力保障。
关键词:绩效;绩效管理;绩效管理体系;设计

Abstract

The 21st century is the century of globalization. It presents unparallel challenges

to Chinese entrepreneurs. They have to deal with not only the increasing internal

competitive pressure, but also pressure brought by foreign rivals. While technology,

capital and management play a crucial role in this ruthless competition, it is

fundamentally a competition of human resources as technology develops. In order to

be competitive, a company should manage its employees well,letting everyone of

them fully function. Thus motivating employees and improving management skills

shall be companies' priority. One productive way to give employees incentives is

performance management.

Tiantai Company saw some desired effects after switching to performance

management in 2009. Yet there are still many problems: the communication between

leaders and employees sometimes is not efficacious; it is hard to track performance

for a long time; monarchy makes it possible to not pass the true results to management

level; management itself can be very inefficient. Tiantai Company could not

effectively motivate its employees, improve its management,and become competent

through performance management. Judging from the current situation of Tiantai

Company, the performance management needs improvement.

By studying the performance management system of Tiantai Company, this paper

elaborates various problems that could emerge when companies employ the

performance management system. Furthermore, this paper also proposes

modifications to the existing performance management system at Tiantai Company by

combining the theories from related literature and the current situation of Tiantai

Company. This paper proposes modifications to every step in performance

management system— making plans, executing plans, examining performance,

reporting results and rewarding employees accordingly. Hopefully this paper could

provide a helpful insight for Tiantai Company to effectively utilize the performance

management system.

Key word: performance; performance measurement; performance measurement

system; design