本文主要运用绩效考核的基本理论，采用文献检索法、比较分析法、调
查分析法和问卷调查法等方法，全面、系统地剖析了 GH 统计调查队绩效考
核现状并对其效果进行分析，发现了 GH 统计调查队绩效考核体系中存在的
绩效考核流于形式、考核指标设计不合理、个人绩效考核薄弱、绩效考核缺
乏沟通以及考核制度灵活性差等问题。在研究中结合 GH 统计调查队的组织
战略目标，针对绩效考核中存在的问题，结合调查结果进行分析，得到了 GH
统计调查队的关键成功因素和关键绩效指标，在此基础上提出了 GH 统计调
查队绩效考核体系改进对策，重新设计了部门和员工绩效考核指标。论文最
后论述了通过宣传和培训提高对绩效考核的认识、加强绩效考核落实和监督
的组织保障、注重绩效考核过程中的有效沟通等绩效考核体系实施的保障措
施，并对绩效考核结果在工作改进以及人力资源管理等方面的应用做出了规
划
关键词：绩效管理；绩效考核体系；关键绩效指标哈尔滨工业大学工商管理硕士学位论文
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Abstract
GH survey office is a non-profit organization, the organizational
performance management is in a relatively early stage of exploration. There are a
lot of problems in the current performance appraisal system which cause the
effect of performance appraisal not obvious. The current performance appraisal
system cannot really make staff more positive and more creative. This situation
is not conducive to the achievement of organizational strategic objectives.
Therefore, the performance appraisal system of GH survey office needs to be
improved and the corresponding measures should be formulated to make it
effective.
In this paper, the study analyzes present situation and effect of the current
performance appraisal system of GH survey office comprehensively and
systematically, by using reading literatures, comparative analysis, survey
analysis, questionnaire survey and other methods with the basic theories of
performance appraisal. The study gets the problems in the performance appraisal
system of GH survey office: the performance appraisal is formalistic, the design
of performance appraisal indicators is not suitable, there is deficiency of
individual performance appraisal, the performance appraisal is lacking in
communication and inflexibility. According to the strategic objectives of GH
survey office, the study analyzes survey results and problems in the current
performance appraisal system, than gets the key successful factors of GH survey
office and key performance indicators. Step by step, the study puts forward ways
to improve the performance appraisal system, and redesigns team and individual
performance appraisal indicators respectively. At the end of the paper, the study
discusses measures which can make the performance appraisal system effective:
improve staff’s understanding of performance appraisal by propaganda and
training, strengthen the organizational guarantee to implement and supervise the
performance appraisal, enhance effective communications in all aspects of
performance appraisal. Furthermore, the study makes a plan about using the
result of performance appraisal in improving work and human resource哈尔滨工业大学工商管理硕士学位论文
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management.
Keywords: performance management, performance appraisal system, key
performance indicator哈尔滨工业大学工商管理硕士学位论文
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目录
摘要.......I
Abstract..II
第1章绪论.......1
1.1课题来源及研究的背景和意义1
1.1.1课题的来源...1
1.1.2课题研究的背景和意义.....2
1.2国内外研究现状和理论基础....3
1.2.1国外绩效管理研究现状.....3
1.2.2国内绩效管理研究现状.....4
1.2.3理论基础.......5
1.3研究内容、方法及论文框架....8
1.3.1研究内容.......8
1.3.2研究方法.......9
1.3.3论文框架.......9
第2章 GH 统计调查队绩效考核现状及问题分析..........11
2.1 GH 统计调查队基本情况........11
2.1.1 GH 统计调查队概况.........11
2.1.2 GH 统计调查队愿景、宗旨与战略定位...........11
2.1.3 GH 统计调查队组织机构及人员构成...12
2.2 GH 统计调查队绩效考核体系现状..14
2.3 GH 统计调查队绩效考核效果调查..17
2.3.1访谈调查.....17
2.3.2问卷调查.....18
2.3.3调查数据分析........19
2.4 GH 统计调查队绩效考核中存在的问题......22
2.4.1绩效考核流于形式22
2.4.2考核指标设计不合理.......23
2.4.3个人绩效考核薄弱23
2.4.4绩效考核缺乏沟通24
2.4.5考核制度灵活性差24哈尔滨工业大学工商管理硕士学位论文
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2.5 GH 统计调查队绩效考核问题成因..24
2.6本章小结25
第3章 GH 统计调查队绩效考核体系改进设计..27
3.1绩效考核体系设计的目的和原则.....27
3.1.1绩效考核体系设计目的...27
3.1.2绩效考核体系设计原则...28
3.2 GH 统计调查队绩效考核体系改进设计思路.........29
3.2.1结合 GH 统计调查队战略目标分解出关键成功因素29
3.2.2 GH 统计调查队关键绩效指标的提取...30
3.3 GH 统计调查队绩效考核指标设计..31
3.3.1绩效考核相关指标设定原则......31
3.3.2部门绩效考核指标的设计...........32
3.3.3员工绩效考核指标的设计...........37
3.4 GH 统计调查队绩效考核体系实施..41
3.4.1绩效考核主体的确定....
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