绩效考核能够有效地提升组织的人力资源的管理水平,对于实现一个组织的战略目 标,帮助部队干部发展成长等方面有着至关重要的作用,近年来受到各类管理人员和相 关研究者的共同关注。X部队隶属于某部队。本次研究选取X部队营职以上干部队伍为 研究对象,通过对其部队内部绩效考评工作开展的现状进行分析,找出X部队现行绩效 考核工作存在的不足之处,并结合360度绩效考评法等相关理论构建了适宜X部队干部 队伍建设的绩效考核的指标体系。 报告的主要内容共分为五部分:第一部分主要阐述了文章的研究背景、研究意义与 研究内容;第二部分是对X部队干部队伍的绩效考核现状进行分析,在介绍X部队的 组织机构及业务的基础上,分析X部队干部队伍绩效考核体系存在的问题并分析解决对 策;第三部分是X部队干部队伍绩效考核体系的再设计,详细阐述了 X部队干部队伍 绩效考评体系再设计的过程。包括:再设计的目标与原则、再设计的步骤(考评主体选 择分析、考评指标的选择与权重确定、考评周期与流程设计、考评结果的应用等)与考 评体系实施的保障措施等等;第四部分是X部队干部队伍绩效考核改进策略,详细阐述 了 X部队干部队伍绩效考核应该着重几个方面进行相关改进策略。最后的结论部分对本 次研究的主要成果进行了总结。本次研究不仅为X部队探寻了适宜自身的绩效考核体 系,丰富了绩效管理的相关研究,还为日后部队的绩效考核体系的改革做了初步的探索。 关键词:X部队;绩效考核;指标体系 X部队干部队伍绩效考核方案优化设计 The Research on Performance Evaluation about X Army Abstract Performance evaluation can effectively improve tiie level of corporate human resources management for achieving the strategic,growth, and development of its staff has a vital role in recent years by managers and researchers of common concern related. X army of China Army, is a crude army processing, army production, sales service and other fimctions in an integrated enteiprise. This study selected X army as an obXect,through its internal performance appraisal carried out to analyze the situation, find out the X Army's current performance appraisal inadequacies exist,combined with 360-degree performance appraisal method and other related theories construct suitable X’s performance evaluation index system. The main contents of the thesis is divided into five parts: the first part of the article describes the research background,significance and research; the second part is the X's performance evaluation to analyze the situation in Introduction X army organization and operations, based on the analysis of X army performance appraisal system to analyze and solve problems and countermeasures; the third part is X army employee performance appraisal system redesign, elaborated X army personnel performance appraisal system redesign ideas, performance appraisal process, performance evaluation and determination of the selection of indicators, performance appraisal program, performance evaluation index weight,the application of evaluation results, etc. The fourth part is the X army cadres performance appraisal improvement strategy, described in detail X army cadres performance appraisal should carry out the relevant improvement strategies focus on the following aspects. Final conclusion on the main results of this study are summarized. This study explores not only suitable for the X armyfs own performance appraisal system,rich performance management related research, but also for other companies to improve the performance appraisal system provides a reference. Key Words: X Army; Performance Evaluation; Indicator System -ii - 大连SX大学专业学位硕士学位报告 目 录 m m i Abstract II 1職 1 1.1选题背景及研究意义 1 1.2研究现状 1 1.3研究内容 2 1.4研究思路 3 1.5研究方法 4 1.6文献综述 5 2 X部队干部队伍绩效考核现状及成因分析 8 2.1 X部队干部队伍绩效考评体系的现状 8 2.1.1 X部队概况 8 2.1.2 X部队绩效考评的内容 10 2.1.3 X部队干部队伍绩效考核体系的运作过程 11 2.2 X部队干部队伍绩效考核存在的主要问题 12 2.2.1考核指标结构维度与部队发展战略有差距 12 2.2.2部队干部队伍绩效考核技术手段落 14 2.2.3部队干部队伍考评周期间隔过长 14 2.2.4部队干部队伍绩效考评形式单一 15 2.3 X部队绩效考核存在问题的成因分析 15 2.3.1没有形成与部队发展战略相统一的绩效考核指标 15 2.3.2没有构建部队干部队伍合理晋升机制 15 2.3.3没有建立合理科学的干部队伍绩效考核周期 16 2.3.4没有实现干部队伍绩效考核形式的多样化 16 3 X部队干部队伍绩效考核优化设计 17 3.1 X部队绩效考核优化设计目标 17 3.2 X部队干部队伍绩效考核优化设计原则 17 3.3 X部队干部队伍绩效考核优化设计思路 18 3.4 X部队绩效考评体系优化设计步骤 19 3.4.1考核主体 19 3.4.2考核指标权重 20 -in- X部队干部队伍绩效考核方案优化设计 3.4.3考核周期 25 3.4.4考评结果运用 26 4 X部队干部队伍绩效考核改进策略 27 4.1转变传统考核观念 27 4.2健全考评的组织机构建设 27 4.3完善考评制度建设 27 4.4加强技术保障 28 4.5建立申诉机制 28 4.6其他方面的应用 30 结 31