摘 要
随着经济全球化及信息技术的快速发展，全球的企业面临的竞争越来越激
烈。为了使自己在市场中立于不败之地，各国公司都在为提高企业市场竞争力和
改善组织绩效而采取组织变革措施，如组织结构调整、组织扁平化、公司裁员等。

但是，这些变革措施主要集中在成本的节约，其对公司绩效水平的改进是局部和
短期化的。为了使组织变革措施在改善公司绩效方面具有全面性、有效性及长期
性，各国学者重新审视了绩效的内涵，并在总结传统绩效考核的基础上提出了“绩
效管理”的概念。“绩效管理” 概念的提出让各国学者加大了人力资源管理的理
论与实践研究，绩效管理与评价也成为企业管理的重要内容之一。

进入二十一世纪，随着人力资源管理的建立和人力资源战略的重新定位，绩
效管理逐步成为公司取得竞争优势的关键。因此，为了提高公司竞争力和实现人
力资源管理战略目标，须建立一套行之有效的绩效管理体系。但是在实际操作运
行过程中，由于种种原因，公司在绩效管理中存在着一些较为普遍的问题，这些
问题影响了绩效管理作用的发挥。

鉴于绩效管理体系中存在的普遍问题，本文以南车电机公司为研究对象，综
合分析人力资源理论基础、电机公司绩效管理体系现状、绩效管理的基本特征，
南车电机公司目前绩效管理仍存在管理层对于绩效管理足够的重视和支持、绩效
评价与其上下的工作环节不能得到很好衔接、绩效管理仍缺乏有效的全过程管
理、绩效管理水平低下、员工对绩效考评方案的认同性低、绩效管理仍是人力资
源部门”唱独角戏”的局面和绩效管理没能融入企业文化等问题，本研究根据公
司当前的绩效实际状况和相关理论知识，提出了南车电机公司将个人绩效目标和
组织绩效目标相联系、选择重结果轻行为指标、绩效考评与薪酬挂钩、增加绩效
考评系统可操作性、合理运用考评结果的绩效管理改进措施。为保障此方案顺利
有效实施，配套相关的管理制度和运作机构，并指出积极向“战略绩效管理”方
向发展。

关键词：南车电机公司；绩效管理；绩效合约II
Research on performance management
of CSR Electric Company
Introduction of the author: Kuang Linhai, Male, was born in November, 1981
whose tutor was Professor Wang Minxi. He graduated from Chengdu University of
Technology in Business Adminnistration major and was granted the Master Degree in
May, 2014.
Abstract
With the economic globalization and rapid development of information technology,
companies in the world are facing more and more fierce competition. They begin to
take measures to reform the organization such as organizational structure adjustment,
flat organization and dismissal in order to enhance their competitiveness in the market
and improve organizational performance. However, these reform measures focus on
saving costs, thus improving enterprise performance in a short term and in part. In
order to improve enterprise performance in an all-round, effective and long-term way,
scholars worldwide reevaluate the connotation of performance and put forward the
concept of “performance management” based on the traditional performance appraisal.
The proposition of performance management enables them to put more efforts to
study human resource management theory and practice and performance management
and evaluation have also become an important part of human resource management.
The 21st century witnesses the fact that performance management gradually
becomes the key to enterprise acquiring competitive advantage with the building of
human resource management and reorientation of human resource strategy. Therefore
in order to enhance enterprise competitiveness and realize the strategic objective of
human resource management, it’s necessary to build an effective performance
management system. However in the practical operation, owe to various reasons
there’re some common problems in enterprise performance management which affect
performance management.
In light of the common problems in the performance management system, taking
CSR Zhuzhou Electric, Co., Ltd as a research object, this paper gives a detailed
elaboration of problems in the present performance management in CSR Zhuzhou
Electric, Co., Ltd by a comprehensive analysis of human resource theory basis,