本文主要采用文献研究法、定性与定量分析法等对 A 企业绩效考核机制进行全面综
合分析，在介绍相关理论的基础上，从考核制度、员工参与度、指标设计、考核方法、
过程控制、结果应用等方面找出 A 企业原有绩效考核机制存在的问题，并对其进行深入
的分析。重点从 KPI 关键指标法对基层员工、基层管理者、中层管理者、高层管理者等
不同等级员工的绩效考核体系进行全方位的设计，规范绩效考核指标与权重，明确绩效
考核目标与原则，强化具体的流程与结果应用等。最后从多角度出发提出相应的对策及
保障性措施，全面保证 A 企业优化设计后的绩效考核机制能够得以顺利实施
关键词：A 公司，绩效考核，优化设计，人力资源管理ii
Abstract
In the modern enterprise human resource management, performance appraisal is the key
role, as a key resource for enterprise development, how to fully arouse the enthusiasm and
creativity of employees, is the enterprise important issues in.A enterprise as a large-scale
enterprise group, which has made great achievements in the development in recent years, the
human resource management is relatively mature. However, with the intensification of market
competition, the development of A enterprises are facing pressure increasing, and its original
performance appraisal system is not adapt to the needs of enterprise development. So it is
necessary to optimize the design of its effective.
This paper mainly adopts the literature research method, qualitative and quantitative
analysis method, questionnaire survey method of the comprehensive analysis of the
performance appraisal mechanism of A enterprise, on the basis of theory introduction, from
the assessment system, employee participation, index design, evaluation methods, process
control, the applications of existing original performance appraisal mechanism A the problem
of enterprise, and carries on the thorough analysis. The key from the KPI key performance
indicators of grass-roots workers, basic managers, middle managers, senior managers and
other staff performance appraisal system of different grades of a full range of design,
standardizing the performance appraisal index and weight, and clear the objectives of
performance evaluation In order to ensure the smooth implementation of the performance
evaluation mechanism of A enterprises, the paper puts forward the corresponding
countermeasures and safeguard measures from the multi angle.
Key words:A company，performance appraisal，optimal design，Human resource
managementiii
目 录
第一章 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 .......1
1.2 国内外研究现状 ..2
1.2.1 国外研究现状 ...........2
1.2.2 国内研究现状 ...........3
1.3 研究内容及方法 ..4
1.3.1 研究内容 .......4
1.3.2 研究方法 .......5
第二章 绩效考核相关理论及主要方法..........7
2.1 绩效考核理论概述 ..........7
2.1.1 绩效考核的概念 .......7
2.1.2 绩效考核的特点 .......7
2.1.3 绩效考核的目的和原则 .......7
2.1.4 绩效考核的作用 .......9
2.2 绩效考核的主要方法 .... 11
2.2.1 目标管理法 . 11
2.2.2 KPI 关键绩效指标考核.......12
2.2.3 平衡计分卡 .13
2.2.4 360 度绩效考核 .......14
第三章 A 企业绩效考核现状及存在的问题17
3.1 A 企业基本情况概述...17
3.1.1 A 企业简介 ...........17
3.1.2 GS 集团和 A 企业组织结构 ...........17
3.2 A 企业人力资源状况 .....18
3.3 A 企业绩效考核现状及存在问题 .........20
3.3.1 缺少科学的绩效考核制度 .20iv
3.3.2 员工对绩效考核的参与度较低..... 21
3.3.3 绩效考核指标体系不完善. 21
3.3.4 绩效考核方法不科学......... 22
3.3.5 缺乏过程控制和反馈机制. 23
3.3.6 绩效考核结果应用程度较低......... 24
3.4 A 企业绩效考核存在问题的原因......... 24
3.4.1 公司管理层对绩效考核的重视程度较低. 24
3.4.2 长期以来的历史惯性所致. 25
3.4.3 人力资源管理相关工作有待于强化......... 26
3.4.4 缺乏科学的工作分析......... 27
第四章 基于 KPI 的 A 企业员工绩效考核体系设计与优化 ........ 29
4.1 绩效考核体系设计的原则与思路........ 29
4.1.1 设计原则..... 29
4.1.2 设计思路...
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