白云边公司拥有完善的酿造、包装、科研、质检等生产技术设施，主导产品
白云边酒是国家优质产品，以其“芳香优雅，酱浓协调，绵厚甜爽，圆润怡长”
的独特风格被轻工部确定为全国浓酱兼香型白酒的典型代表，销售遍及湖北全省、
豫、赣、皖、粤、冀、湘、京等地，深受广大消费者好评。本文在借鉴国内外企
业员工绩效考核理论研究成果和实践探索经验的基础上，以绩效考核相关理论作
为指导，结合白云边公司的实际情况分析了其绩效考核的现状及存在的问题，进
而提出了白云边公司员工绩效考核优化的模式及实施的保障措施。研究的主要结
论：（1）员工绩效考核是白云边公司实现战略管理的重要方法和重要工具，它能
够使公司管理者的工作富有条理和成效，全体员工的工作朝着公司实现经营目标
的方向聚拢。（2）白云边公司现行员工的绩效考核模式存在考核理念与目标模糊、
考核机构缺位、考核指标体系缺陷、考核连续性差、考核方法单一且反馈渠道不
畅、考核执行力与效果不佳等问题。（3）白云边公司员工绩效考核模式的优化应
遵循自上而下与自下而上相结合、持续改善、内部认同、客观公平、关键工作导
向、简洁精练、可行性等原则，分为计划、实施、反馈修正和正式运行等四个阶
段，包括绩效考核计划、绩效实施与监控、绩效评估、绩效反馈、绩效结果应用
和绩效计划修订等六个部分内容。（4）白云边公司员工绩效考核指标的设计，应
注意定量指标与定性指标的综合运用，以量化指标为主，定性指标为辅；考核指
标既有任务绩效指标，又有周边绩效指标；不同的评估者，赋予不同的指标权重；
采用 360 度考核方法。（5）白云边公司应通过提高员工绩效考核的认识理解、营II
造员工绩效导向的企业文化、完善员工绩效考核的培训机制、实行评价标准与主
体的多元化、推进绩效考核的全员参与、建立员工绩效考核申诉制度等保障其优
化了的员工绩效考核模式得以顺利、有效实施
关键词：白云边公司；绩效考核；现状分析；优化策略；实施保障III
Abstract
In the modern enterprise management, enterprise management is the core of
human resource management, human resource management is the core of
performance management, performance management is the core of the employee
performance appraisal model. Along with our country economy enters the new normal,
domestic enterprises face the increasingly fierce market competition, enterprise&39;s
environment is also will be as the uncertainty of the market, the technology
innovation, organization transforming, staff mobility enhancement and become more
and more complex. By optimizing the enterprise staff performance appraisal model to
strengthen the enterprise&39;s competitive position, to further improve enterprise&39;s core
competitive advantage, make the enterprise impregnable in the fierce market
competition, is every enterprise must think seriously about the problem.Ensuring the
company owns the perfect production technology such as brewing, packaging,
scientific research, quality inspection facilities, leading products for ensuring liquor is
the national quality products, with its elegant fragrance, sauce thick coordination,
cotton thick sweet, mellow yi long unique style was light ministry identified as the
representative of the typical thick sauce and wine, sales in hubei province, henan,
jiangxi, anhui, guangdong, hebei, hunan, Beijing and other places, well received by
vast consumers. Based on the enterprise staff performance evaluation at home and
abroad for reference, on the basis of theoretical research and practical exploration
experiences, with performance evaluation related theory as the guide, combining with
ensuring the company&39;s actual situation analyses the current situation and existing
problems of performance appraisal, and then put forward for ensuring employees
performance appraisal optimization model and implementation of security measures.
The main conclusion: (1) the employee performance appraisal is an important
method for ensuring the company achieve strategic management and important tool, it
can make the company the manager&39;s job structured and results, all the staff work
together in the direction of the company achieve business objectives. (2) ensuring the
company existing staff performance appraisal model of evaluation concept and the
absence of target fuzzy, evaluation mechanism, evaluation index system of assessment
of defects, poor continuity, the assessment method of the single channel impeded,
evaluation and feedback problem such as executive force and the effect not beautiful.
(3) ensuring the staff performance appraisal model of combining optimization should
follow the top-down and bottom-up, continuous improvement, internal identity,
objective and fair, the key work direction, simple, and the feasibility principle,IV
divided into plan, implementation, feedback correction and formal operation such as
four stages, including performance appraisal plan, implementation and monitoring of
performance, performance evaluation, performance feedback and performance results
application and six parts such as performance planning revision. (4) the design of the
employee performance appraisal index, ensuring the company should pay attention to
the combination of quantitative index and qualitative index, give priority to with
quantitative indicators and qualitative indicators is complementary; Both the task
performance indicators, assessment index and peripheral performance indicators;
Different evaluators, which gives different index weight; With 360 - degree evaluation
method. (5) ensuring the company shall, by helping to improve the understanding of
employee performance appraisal, build employee performance oriented enterprise
culture, improve staff performance appraisal training mechanism, evaluation standard
and the diversification of main body, promote the performance appraisal of the
participation of appeal, establish the staff performance appraisal system to ensure its
staff performance appraisal model was optimized, effective implementation smoothly.
Key words: ensuring the company; Performance appraisal; Analysis of the status quo;
Optimization strategy; Implementation of securityVI
目 录
摘要....I
Abstract........III
目 录..VI
1 绪论.....1
1.1 研究背景与意义..........1
1.1.1 研究背景...........1
1.1.2 研究意义...........2
1.2 研究综述..........3
1.2.1 国外研究综述...3
1.2.2 国内研究综述...4
1.2.3 研究述评...........6
1.3 研究内容..........6
1.4 研究方法..........7
1.5 研究创
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