现如今，国内有很多企业已经认识了绩效管理理念的重要性，并且公司的管
理部门的领导者也都在积极、配合推动公司的整体绩效管理体系推动，尤其是对
于国有企业，但是，有很多企业仍然存在着企业整体绩效管理体系运行效果不理
想现象，在很多情况下，都是激情满满的开始，最后半途而废，不了了之，更多
只是在表面做文章，没有起到真正的作用，此外，知识型人才与普通员工不同，
在工作过程中很难进行把控，也很难对其过程进行度量，因此，在绩效过程中不
能忽视与普通员工之间的差异
本文以沈阳 JC 公司为研究对象，主要研究该公司知识型人才绩效管理方面所
存在的不足和以及如何提升公司绩效管理等问题。本文首先在前人研究的基础上
介绍了知识型人才和绩效管理的相关理论基础，然后针对沈阳 JC 公司知识型人才
绩效管理现状做了深入的调查分析，并找出了其中存在的主要问题和原因，最后
本文针对沈阳 JC 公司的实际情况提出了加强知识型人才绩效管理的建议措施，希
望以此推动沈阳 JC 公司的内部管理制度建设，从而提升公司的整体发展水平和市
场竞争力
本文的主要研究思路是通过对知识型人才的绩效管理计划制定、评估、应用、
结果、反馈构建出符合国有企业知识型人才的绩效管理体系，其中以知识型人才
不断的绩效沟通贯穿于始终。本文的研究对沈阳 JC 公司和其它企业改进提升知识
型人才绩效管理具有重要的借鉴和参考意义
关键词：国有企业;知识型人才;绩效管理ABSTRACT
As the 21st century , knowledge creation and application mainly depends on the
knowledge talented person, the knowledge talented person is the fundamental source of
enterprises, is the core of the enterprise competitive power, enterprise to do bigger and
stronger, its core idea is the management of knowledge workers. In order to make the
enterprise stand out in the increasingly fierce competition market environment, more
and more enterprises begin to attach importance to the management of talent, and
constantly expand and perfect human resource management system, the introduction of
advanced western countries put forward the system of performance management system,
through perfect performance management system to develop, attract and retain more
knowledge-based talents, enterprise is the key to gain a competitive advantage.
Nowadays, there are a lot of domestic enterprises have known the importance of
the concept of performance management, and the company&39;s management department
leaders also are actively, cooperate to promote the company&39;s overall performance
management system, especially for state-owned enterprises, however, there are many
enterprises still exist as a whole performance management system running effect is not
ideal, in many cases, are full of passion, and finally give up, no, more just on the surface,
no real effect, in addition, the knowledge workers, unlike ordinary employees, in the
work process is hard to control, also it is difficult to measure the process of its, therefore,
cannot be ignored in the process of performance and the difference between ordinary
employees.
According to the above content, this article first of knowledge-type talents both at
home and abroad is introduced and analyzed the present situation and problems of
performance management system, with a focus on the introduction to the theory of
performance management methods and how to knowledge-based talent incentive policy,
at present a lot of state-owned enterprises is proposed for a lot of problems of
knowledge workers performance management and unsatisfactory, and carries on the
analysis, finally through the real case of AB company of state-owned enterpriseknowledge workers performance management model put forward the improvement
plan.
Main research idea of this article is based on the performance management of
knowledge talent planning, evaluation, application, the result and feedback to build a
performance management system in conformity with the state-owned enterprise
knowledge workers, among them with knowledge workers performance communication
through always.
KEYWORDS ： State-owned enterprises; knowledge talented person;effective
management目 录
第 1 章 绪论.........1
1.1 研究的背景和意义.......1
1.1.1 本文研究背景.....1
1.1.2 本文研究意义.....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.....4
1.2.3 现有研究评述.....5
1.3 研究内容与方法...........6
1.3.1 研究内容.6
1.3.2 研究方法.6
1.4 本文研究框架...6
第 2 章 相关概念及理论基础.......8
2.1 知识型人才的定义特征与激励机制...8
2.1.1 知识型人才的定义特征.8
2.1.2 知识型人才的激励机制.9
2.2 绩效管理相关概念.....10
2.2.1 绩效.......10
2.2.2 绩效考核...........11
2.2.3 绩效管理...........12
2.3 实施绩效管理的主要方法.....13
2.3.1 目标管理法.......13
2.3.2 平衡计分卡法(BSC) ....13
2.3.3 关键绩效指标法...........14
2.3.4 360 度评价法....15
2.4 知识型人才绩效管理体系构建........16
2.4.1 知识型人才绩效管理模型构建172.4.2 绩效计划.....
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