本文采用问卷调查法对 354 名员工进行调查，并对 17 名员工进行了重点访
谈，得出山东 JH 铸造机械（诸城区域）公司存在的主要问题有与公司战略目标
联系不紧密、绩效考核体系不完善、绩效指标和指标权重设计不合理、绩效考核
主体单一、没有建立有效的沟通反馈机制、绩效考核结果未得到有效利用等，为
切实解决公司目前存在的问题，在分析问题产生原因的基础上，本文设计了一套
完整的绩效考核体系。通过关键绩效指标法提取企业级关键绩效指标，并将指标
层层分解到部门、员工，以达到考核指标的有效性。绩效考核分为部门考核和员
工考核两类。公司生产部门指生产车间、生产管理部和工艺质量部，其考核指标
有生产任务目标、生产质量目标、安全生产目标、综合管理目标。职能部门包括
行政人事部、财务部、采购部和售后服务部，根据不同部门职能设置考核指标
中层管理人员和普通员工的绩效考核指标均由工作业绩、工作能力、工作态度三
项指标组成，但不同部门不同岗位各自设置不同的指标。绩效考核指标的权重确
定，部门采用倍数加权法，员工采用层次分析法。根据绩效考核指标、考核权重
和考核主体及周期，设计绩效考核表，确定考核标准，最后制定绩效考核体系的
实施方案和保障措施，从而形成一套完整科学的适应于山东 JH 铸造机械（诸城
区域）公司实际的绩效考核体系
本文的主要创新之处在于应用关键绩效指标法和 360°绩效考核法按照企
业、部门、员工三个层次对山东 JH 铸造机械（诸城区域）公司绩效考核体系进
行优化设计，将理论与实践相结合，一方面提高公司绩效考核体系实施效果，另
一方面丰富铸造机械企业绩效考核理论，为其他同类企业绩效考核体系优化提供
一定的借鉴意义
关键词：铸造机械 绩效考核体系 关键绩效指标 层次分析法THE OPTIMIZATION DESIGN FOR PERFORMANCE
APPRAISALSYSTEM OF SHANDONG JH CASTING
MACHINERY COMPANY
ABSTRACT
Shandong JH casting machinery company was founded in 1994, with sand
preparing machine, dust-cleaning apparatus, cleaning equipment design, development,
production and sales for the main business, is committed to casting, construction and
engineering machinery so as to provide optimal cost-effective products in large-scale
foundry enterprises. This thesis takes Shandong JH casting machinery (Zhucheng area)
Company as the research object, three kinds of methods using literature research, field
investigation and the qualitative and quantitative analysis to study the optimization of
the company&39;s performance appraisal system.
In this thesis, using a questionnaire survey of 354 employees, and 17 employees
were key interview, it is concluded that the main problems of Shandong JH casting
machinery (Zhucheng area) are out of line with the strategic objectives of the company,
from the performance appraisal system is not perfect, performance index and index
weight design is not reasonable, the subject of performance appraisal is single, there is
no effective communication and feedback mechanism, performance evaluation results
have not been effectively used, to effectively solve the existing problems, based on the
analysis of the causes of the problems, this thesis designs a complete set of
performance appraisal system. The enterprise key performance indicators are extracted
from the key performance indicator (KPI), and the indicators are decomposed into
departments and employees in order to achieve the effectiveness of the assessment
indicators. Performance appraisal can be divided into two categories: Department
Assessment and employee assessment. The production department of the company
refers to the production workshop, the production management and the process quality
department, and its evaluation indexes include the production task, the production
quality, the safety production and the comprehensive management target. Functional
departments including the Ministry of personnel, finance, procurement and after-sales
service department, according to the different functions of the department set up
assessment indicators. The performance appraisal indicators of middle managers and
ordinary employees are composed of three indicators: work performance, work ability
and work attitude. The weight of the performance evaluation index is determined, thedepartment adopts the method of multiple weighting, and the employees adopt the
analytic hierarchy process (AHP). According to the performance appraisal index, the
examination weight and the appraisal main body and the cycle, designs the
performance appraisal form, determines the appraisal standard, finally establishes the
performance appraisal system the implementation plan and the safeguard measure,
thus forming a complete set of scientific to adapt to the Shandong JH casting
machinery (Zhucheng area) company&39;s actual performance appraisal system.
The main innovation of this thesis lies in the application of key performance
indicators and 360 degree performance appraisal method according to the enterprises,
departments and employees three levels of shandong JH casting machinery(Zhucheng
area) company performance evaluation system is optimized design，Combining theory
with practice, on the one hand, improve the company performance evaluation system
implementation effect, on the other hand, rich casting machinery enterprise
performance appraisal theory, provide a reference for other similar enterprise
performance evaluation system optimization.
KEYWORDS：Foundry machinery performance appraisal system KPI AHP目 录
1 绪论1
1.1 研究背景...... 1
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...... 5
1.2.3 研究现状评述...... 6
1.3 研究目的及意义...... 6
1.3.1 研究目的.. 6
1.3.2 研究意义.. 7
1.4 研究内容、方法及创新点.. 7
1.4.1 研究内容.. 7
1.4.2 研究方法........... 10
1.4.3 研究创新点....... 10
1.5 本章小结.... 10
2 绩效考核理论概述........ 12
2.1 绩效与绩效考核... 12
2.1.1 绩效........ 12
2.1.2 绩效考核 13
2.1.3 绩效考核的内容 13
2.2 绩效考核的相关方法........ 14
2.2.1 360o绩效考核法........... 14
2.2.2 关键绩效指标法（KPI）.......... 14
2.3 确定绩效考核指标权重的常见方法........ 15
2.3.1 倍数加权法........ 15
2.3.2 层次分析法....... 16
2.4 本章小结....
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