首先，文章提出论文的研究背景及意义，对国内外绩效考核和职业效益相关研
究现状予以分析，并综述了国内外最前沿的关于绩效考核、职业效益等方面的相关
理论，指出本文的研究方法和思路，为本文行文奠定支撑
其次，阐述本文主要研究相关的基本概念和定义，对绩效以及绩效考核的概念
和定义作出说明，并整理出传统绩效考核和职业效益的相关理论，为本文行文奠定
理论基础
再次，对 JS 公司基本情况概况、公司组织机构等进行说明，并针对其所在的
行业绩效考核现状加以研究，最后指出职业效益思想对现有销售员工绩效考核指标
的改进空间
此外，基于职业效益思想，提出 JS 公司员工绩效考核指标设计的原则和目标，
合理设计 JS 公司销售员工绩效考核指标和实施流程、步骤等，并进行总结
最后，在 JS 企业内部对全新建立的绩效考核进行试行，并针对实际实施中出
现的问题予以改进，同时为 JS 公司绩效考核顺利进行提出保障思路，具体从制度保
障、组织保障和人员保障三大方面来解决 JS 公司绩效考核的实施和反馈问题，为该
体系保驾护航，切实发挥出绩效考核的适用性效果
关键词：职业效益；JS 公司；销售员工；绩效考核燕山大学工商管理硕士学位论文
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Abstract
Under the knowledge economy society, the human resource has become an
important part of modern enterprise management. At the same time,building up a set of
effective performance appraisal system is also one of the core functions of human
resource management. Combined with the actual situation of JS company&39;s performance
appraisal, this paper propose the perfect strategy about the system, organization and
personnel. Striving to perfect the JS company&39;s performance appraisal system, to
strengthen the management system and help enhance the level of human resource. Can
also expect to provides some ideas to improve the other enterprise human resource
management.
At first, the article proposes the research background and significance, analyzes the
the related domestic and foreign research status of performance appraisal and
occupational benefit,and reviews the forefront related theory at home and abroad about
the performance appraisal,occupational benefits,etc, then points out the research methods
and ideas of this paper, which provides the laid support for this paper.
Secondly, the article states the main basic concepts and definitions related to this
research, illustrates the concepts and definitions of the performance and the performance
appraisal, and sorts out the theory related to the traditional performance appraisal and
occupational benefit, which lays the theoretical foundation for this paper.
Again, the article illustrates the overview and the organization of JS company,
researches the industry&39;s performance appraisal present situation and problems, finally
points out the room for improvement about the sales staff performance appraisal
indicators based on occupational benefits.
In addition, based on the idea of occupational benefit, the paper puts forward the
principles and objectives of JS company employee performance appraisal, and reasonably
designs the indicators, the procedure and process of the JS company&39;s performance
appraisal and then summarizes it.Abstract
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Finally, the paper trys out the new established performance appraisal of JS company,
and improves the existing problems in the implement. Meanwhile, proposes the guarantee
idea for the employee performance appraisal, which the guarantees of the system,
organization and the personnel are used to solve the problems of the implement and the
feedback for the performance appraisal of the JS company. Which can escort the system
and play the applicability of the performance appraisal result.
Keywords: occupational benefit; JS company; sales employee; performance appraisal目 录
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目 录
摘要I
ABSTRACT. II
第 1 章 绪 论.........1
1.1 选题背景及意义..... 1
1.1.1 研究背景..........1
1.1.2 研究意义..........2
1.2 国内外研究现状..... 3
1.2.1 国外研究现状..3
1.2.2 国内研究现状..6
1.2.3 国内外研究评述..........7
1.3 研究内容及方法..... 8
1.3.1 研究内容..........8
1.3.2 研究方法..........9
第 2 章 基本概念与相关理论.......10
2.1 基本概念和定义... 10
2.1.1 绩效的基本概念........10
2.1.2 绩效考核的基本概念10
2.1.3 绩效考核的基本共识10
2.2 传统绩效考核理论11
2.2.1 关键事件指标(KPI)...11
2.2.2 平衡计分卡(BSC)......11
2.2.3 目标管理法(MBO)....12
2.2.4 360 度绩效考核..........12
2.3 职业效益的相关理论....... 13
2.3.1 效益与职业效益基本概念....13
2.3.2 合理讲求职业效益的要点....13燕山大学工商管理硕士学位论文
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2.3.3 科学讲求企业管理职业效益15
2.4 本章小结... 17
第 3 章 JS 公司销售员工绩效考核现状分析......18
3.1 JS 公司基本情况概况........18
3.1.1 公司简介........18
3.1.2 公司组织机构...
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