企业内部人员结构的变化调整使得原有的人力资源管理方式已经不能满
足现有需求，为更加科学地管理日益增多的高学历和高素质员工，提升他们
的工作积极性和主动性，环保设备制造业内的大多数企业开始实行绩效管理
制度。绩效管理是企业实现战略目标的关键手段，同时也是现代人力资源管
理的一个重要组成部分。通过科学的绩效管理，企业能够及时发现并修正员
工日常工作中的不利因素，在关注员工绩效提高的同时，促进企业整体绩效
进步。当前，环保设备工程制造业内部的绩效管理还是有许多值得改进和规
范的地方，其现状主要包括：员工的素质参差不齐，绩效管理执行有难度；
管理人员将绩效考核肤浅的理解为薪酬考核；在绩效管理中忽视员工的主动
参与；管理层与下属员工缺乏沟通等
该领域企业日常工作是一个完整的、且各环节差异性较大的一个流程，
各类员工存在许多不同点。如何根据这些差异，设计出合理的考核指标和周
期，激发各类员工的积极性，是本文研究的主要目的。同时，还需要通过设
计合理的绩效考核来明确公司各层级在绩效管理中的定位，提高管理效率，
建立有效的绩效管理体系，达到实现企业战略目标的目的。HN 环保设备制造公司绩效管理研究本文以 HN 公司为例，在绩效管理理论的基础上，从公司当前绩效管理制
度出发，分析 HN 公司绩效管理存在的问题，得出结论并制定优化方案。文章
首先介绍了绩效管理理论的发展和现状，为后续的研究提供理论基础，主要
包括绩效管理的定义、目的、价值、流程和主要模式等。然后，在之前的理
论基础上对 HN 公司当前实行的绩效管理进行有针对性地分析，发现问题和不
足并找到原因。之后，结合前文所述基础理论和 HN 公的现状，在明确优化原
则的条件下，根据当前所存在的问题有的放矢地提出优化方案，重新设计公
司的绩效管理流程和绩效管理体系。最后，对全文进行总结，提出研究的不
足之处和存在的问题，并向环保设备制造企业提出了一些建议以供参考
关键词：环保设备制造业 绩效管理 平衡计分卡 360 度绩效考核 KPI 考核法AbstractAbstract
With the rapid development of our country&39;s economy, the problem of
environmental protection is becoming more and more outstanding, which in the
end stimulates the rapid development of environmental protection engineering
equipment manufacturing industry. Beginning in 1960s, this industry has had a
completed system, expanded production scale and professional team. But in recent
years, the new environmental pollution problems, such as Haze, solid waste
pollution and persistent organic pollution, have affected the development of the
national economy and people&39;s safety. Facing the new situation and challenges,
China&39;s environmental protection equipment manufacturing have taken measures
with the popularity of automation equipment to adjust the internal human
resources structure, attract and train researchers, reduce the proportion of
production personnel. The aim of those measures are improving the technical level
and enhancing the core competitiveness of products to occupy a favorable position
in the market.
The adjustment of the internal structure makes the original human resource
management methods not meet the existing needs. In order to manage the
increasing high-quality staff scientifically and enhance their enthusiasm and
initiative, most enterprises begin to implement performance management.
Performance management is an important component of modern human resource
management, and it is the key means for enterprises to achieve strategic objectives.
With performance management, enterprises can find and correct the adverse
factors in employee’s daily work. The method can also improve the overall
performance in the case of focusing on employee performance improvement. At
present, the performance management of environmental protection equipment
manufacturing needs improvement and standardization. The present situation
mainly includes the uneven quality of employees, difficulties in implement of
performance management, regarding performance management as salary appraisal,HN 环保设备制造公司绩效管理研究neglecting employee involvement and lack of communication between
management and subordinates.
The daily work of the enterprise in the field is a complete process, and every
step is totally different. According to these differences, how to design a reasonable
appraisal indicators and cycle to stimulate the employees is the main purpose of
this paper. It is also necessary to design a reasonable performance appraisal to
clarify the responsibilities of every level of the company in performance
management, improve management efficiency, promote development of the
company. The final goal is to establish an effective performance management
system to promote the realization of enterprise strategic objectives.
On the basis of performance management theory, problems existing in the
performance management of HN company are analyzed in this paper. An
optimization scheme will be made in the end . Firstly, this paper introduces the
development and present situation of performance management theory, and
expounds the concept of performance management to provide theoretical basis for
the following research, including the definition, purpose, value, flow and mode of
performance management. Then the paper analyzes the performance management
of HN company to find the problems and shortcomings, and points out the reasons.
And then, performance management process system will be redesigned. Finally,
the deficiencies of this paper will be listed, and some suggestions to the
environmental protection equipment manufacturing will be made.
Keywords: Environmental Protection Equipment Manufacturing；Performance
Management；Balanced Score Card；360 Degrade Performance Appraisal；KPI
Appraisal目 录目 录
1 绪论...... 1
1.1 研究背景... 1
1.2 目的及意义........... 2
1.3 国内外研究现状... 3
1.3.1 国外绩效管理研究现状.... 3
1.3.2 国内绩效管理研究现状.... 4
1.4 研究的主要内容... 5
2 文献综述.......... 6
2.1 绩效管理的相关概念....... 6
2.1.1 绩效和绩效管理的定义.... 6
2.1.2 绩效管理的目的.... 6
2.1.3 绩效管理的核心价值........ 7
2.2 绩效管理的基本流程....... 8
2.2.1 绩效计划.... 8
2.2.2 绩效过程管理........ 8
2.2.3 绩效考核实施........ 8
2.2.4 绩效反馈和面谈.... 8
2.2.5 绩效结果应用........ 9
2.3 绩效管理的模式... 9
2.3.1 目标管理考核法.... 9
2.3.2 关键绩效指标考核法（KPI） ... 11
2.3.3 360 度考核方法.... 11
3 HN 公司基本情况和绩效管理现状.. 13
3.1 HN 公司基本情况介绍 ... 13HN 环保设备制造公司绩效管理研究3.1.1 HN 公司简介 ......
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