随着我国经济改革的持续深化,国内成品油市场的开放程度日趋扩大,成品油销售企业也面临
的竞争和挑战已日趋激烈。因此,完善企业管理制度,提高管理水平,对于增强国有成品油销售企
业的市场竞争力有着十分重要的意义。本文以中国石油天然气股份有限公司新疆销售SHZ分公司为
研究对象,运用国内外绩效管理的最新理论研究与实践成果,就该企业员工的绩效考核问题展开系
统研究。
本文通过文献分析、问卷调查、实地访谈等方式,对研究对象的绩效考核现状进行了分析,并
系统总结了其绩效考核过程中所存在的主要问题;接着在对研究对象愿景与战略定位的基础上,基
于各岗位的工作职责,运用关键绩效指标法,为研究对象设计了一个可供参考的考核量表。同时,
从考核指标设计、考核实施方案设计、考核体系实施三个方面对现有的绩效考核体系进行优化完善;
最后提出了开展绩效考核培训、加强绩效考核过程中的沟通、强化绩效考核结果的运用等实施策略,
并从建立绩效考核组织机构、塑造高绩效文化及采用绩效考核科技手段等方面为绩效考核体系的有
效运行提供了实施保障。本文的研究不仅对研究对象的绩效管理具有重要参考价值,对其它同类企
业也有较好的借鉴意义。
关键字:员工绩效考核;平衡计分卡;关键绩效指标;绩效考核方案
I
Abstract
With the continuous deepening of economic reform of our country, the oil products market
exposure is becoming extensive increasingly and the product companies are confronted with more and
more fierce competition and challenges. Therefore, it is of great importance for the companies to
complete their companies' management system and improve the management ablity. This paper takes
Xinjiang SHZ branch of China Petrol and Nature gas Co.,Ltd. The latest theoretical research and
practice result of performance management is applied to research the employees' performance
evaluation.
The methods of literature analysis, questionnaire survey and field interview are utilized to
analyze the current situation of performance evaluation, and systematically summarize the problems
occurring during the evaluating process. Based on the employees' prospect and strategic positioning, a
investigating scale is designed to consult, with the critical performance index method referring to flieir
position statement. Furthermore, the current evaluating system is improved from the aspect of index
design, implement plan design, and the implement of the whole system. At the end of ftie paper,
strategies such as training of performance evaluation, reinforce of communication and intensifying of
the result apply. It is proposed to establish performance evaluating institution, build performance
culture and use scientific means for the guarantee of its effective operation. This paper provides
important reference value for both performance management itself and other similar enterprises.
Keywords: performance evaluation of employee ; balanced scorecard method ; critical
performance index; performance evaluating plan
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