本文首先对论文的研究内容、论文的研究目的和意义以及国内外绩效考核的
研究现状进行概述。在现有理论基础上，对我国现期国有企业绩效考核的现状和
其中存在的问题进行分析，进而对出现的问题有针对性的提出建议和对策。
其次是对中国移动 F 公司的目前绩效考核的制度及体系进行了调研并分析，
发现 F 公司存在的问题及考核中的一些弊端，提出了绩效考核体系的建议，并对
设计构建合理的绩效考核指标体系提供了积极有利的依据。
最后本文提出了中国移动 F 公司设计构建合理绩效考核指标体系，有针对性
地对公司不同级别的员工都提出了相应的绩效考核措施及建议，以及对国有企业
的绩效考核改革提供有益的指导意义。
关键词：绩效考核；绩效考核体系；优化设计Abstract
With the continuous development of The Times and progress, the enterprise
competition is more and more intense. Enterprise management level directly affect the
enterprise's market competitiveness, however the performance appraisal is an
important content of enterprise management, reasonable enterprise performance
appraisal system can arouse the enthusiasm of employee creativity, thereby enabling
the development of enterprises; And vice versa. Therefore, the establishment of the
enterprise performance evaluation system provides favorable conditions for the
development of enterprises.
This paper for the dissertation research content, research purpose and meaning, and
the research status of performance evaluation at home and abroad are summarized. On
the basis of existing theory, the present situation of the current state-owned enterprises
performance evaluation in China and the analysis of existing problems, and targeted
Suggestions to the problems and countermeasures.
Followed by F for China mobile company's current performance appraisal system
and the system to carry on the investigation and analysis, found that F some
disadvantages in the existing problems and tests, and puts forward some Suggestions
of performance evaluation system, design and build a reasonable performance
appraisal index system provides the basis of a positive.
F the company at the end of the paper puts forward the China mobile design build
reasonable performance evaluation index system, targeted for different levels of
employees are put forward the corresponding measures and Suggestions for
performance appraisal, in order to about middle managers in the state-owned enterprise
human resource performance appraisal reform provides beneficial attempt real guiding
significance.
Keywords: Performance appraisal; Performance appraisal system; optimal design
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