对于事业单位人力资源的现状，有效的人力资源管理已经成为组织发展的战略性 选择。人力资源活动包括人力规划、岗位说明、人员招聘和测试、员工的培训、绩效 考核、职业规划等方面，而在整个人力资源的管理过程中，绩效考核是其中的一个重 要环节，它是提高企业人力资源管理水平的根本所在。绩效考核通过对员工工作情况、 能力、专长、态度的综合评价，将其安置在合适的岗位，人尽其用。而且，在现代管 理中要求薪酬分配遵循公平与效率两大原则，绩效考核的结果可以作为员工报酬的主 要依据。如果对员工的激励与约束机制存在问题，绩效考核不可能取得成效。 本文从理论和现实的角度阐述了绩效考核对于事业单位人力管理的必要性，参照 这些相关理论对 Y 发射台的员工绩效考核进行了深入地分析，指出了当前考核方法存 在的问题，笔者通过将发射台现状与绩效考核理论体系研究相结合，提出 Y 发射台的 绩效考核方法就必须根据自身的财务状况来制定一套符合自身实际需求的考核方法。 首先通过深度访谈的方法对不同级别不同岗位的职员和中、高层领导针对当下的考核 制度进行探讨、分析，将单位对员工的绩效考核评价指标进行相应的简化和细化；再 将新的绩效考核指标配合相应的辅助手段进行层级构架，使单位本身的核心竞争力能 够不断的增强，使整个组织活动能够有序的进行。 关键词： 事业单位，技术绩效考核，岗位职责，行政考核广电局 Y 发射台绩效考核方案优化 II ABSTRACT For the status quo institutions of human resources, effective human resource management has become a strategic choice of organizational development. Human resources activities, including aspects of manpower planning, job descriptions, recruitment and testing, staff training, performance appraisal, career planning, etc. In the management of human resources in the whole process, performance appraisal is an important part of them, it is to improve human resource management lies. Through comprehensive evaluation of the performance appraisal staff, the ability, expertise, attitude, its placement in the right positions, making the best use. And, Salary assigned to follow modern management principles of fairness and efficiency of the two, the performance results can be used as the main basis for employee compensation. If there is a problem of incentive and restraint mechanisms of employees, performance appraisal is impossible to achieve results. From the theoretical and practical perspective of the necessity for the performance evaluation of human resource management institutions, Referring to these theories on the launch pad Y employee performance appraisal conducted in-depth analysis, Pointed out the problems of the current assessment methods, Through the launch pad theoretical research status and performance appraisal system proposed by combining the performance appraisal method Y launch pad must be according to their own financial situation to develop a set of assessment methods in line with their actual needs. First, through in-depth interviews approach to staff and the senior leadership at different levels for different positions of the current assessment system were discussed, analysis, evaluation units of the employee's performance appraisal corresponding to simplify and refine; Then a new performance index with the corresponding auxiliary means hierarchical architecture, enables the core unit itself, continue to enhance the competitiveness of the entire organizational activities be ordered. KEY WORDS：institutions，technology performance appraisal，post responsibilities， administrative assessment河北工业大学硕士学位报告 III 目 录 摘要.................................................................................................................................I 第一章 绪论........................................................................................................................1 1.1 选题背景 .......................................................................................................................... 1 1.2 选题意义 .......................................................................................................................... 2 1.3 研究流程 .......................................................................................................................... 3 1.4 研究方法 .......................................................................................................................... 3 第二章 相关文献研究........................................................................................................5 2.1 绩效考核的含义 .............................................................................................................. 6 2.2 绩效考核指标设计原则 .................................................................................................. 6 2.3 绩效考核的方法 .............................................................................................................. 7 2.3.1 基于员工行为的绩效考核方法 ........................................................................... 8 2.3.2 基于员工特征的绩效考核方法 ......................................................................... 10 2.3.3 360o考核法 ......................................................................................................... 12 第三章 Y 发射台人员绩效考核现状..............................................................................13 3.1 员工知识结构 ................................................................................................................ 14 3.2 机房维护人员现状 ........................................................................................................ 15 3.2.1 部门组织结构 ..................................................................................................... 15 3.2.2 技术岗位的主要任务职责 ................................................................................. 15 3.2.3 现有绩效考核制度情况介绍 ............................................................................. 16 3.3 行政人员现状 ................................................................................................................ 21 3.3.1 部门组织结构及岗位职责 ................................................................................. 21 3.3.2 现有绩效考核制度情况介绍 ............................................................................. 22 3.4 考核处罚办法 ................................................................................................................ 24 3.5 现行绩效考核方案存在的问题 .................................................................................... 25 第四章 绩效考核改进方案..............................................................................................29 4.1 绩效考核方案设计原则与思路 .................................................................................... 29 4.2 绩效考核优化措施 ........................................................................................................ 30 4.2.1 绩效考核的对象 ................................................................................................. 30 4.2.2 考核者的选择 ..................................................................................................... 31 广电局 Y 发射台绩效考核方案优化 IV 4.2.3 绩效考核标准与内容 ......................................................................................... 31 4.3 考核结果的相关应用 .................................................................................................... 40 4.4 绩效考核辅助手段 ........................................................................................................ 42 第五章 结论......................................................................................................................45