中国的广告行业作为经济发展的风向标，随着近年来中国经济的腾飞发展迅速。随 着市场规范程度不断加强以及与跨国广告集团之间争夺市场和客户的竞争愈发严峻，广 告人才的竞争也随之加剧。因此，人力资源管理成为企业竞争优势的核心。绩效考评作 为绩效管理的重要环节，是增强企业凝聚力、树立团队意识、持续改进员工绩效的有力 工具;是企业实现其战略目标、战略体系的过程进行控制的一种重要机制。绩效考评是 指运用一套系统的科学的规范、程序和方法，对组织成员的工作状况和工作结果进行的、 以事实为依据的考核和评价。而合理科学的考评方案是绩效考评发挥积极作用的关键。 本文的研究对象T公司是一家以户外广告为主营业务的企业，其原有的绩效考评方 案己经不能够适应企业战略发展的需要，存在着很多的问题。为此，本文沿着提出问题、 分析问题、解决问题的逻辑思维脉络，运用统计分析和实证研究相结合的研究方法，提 出并分析了T公司绩效考评方案存在的问题;然后结合经典管理理论—目标管理，以 及目前被广泛应用的系统考评技术一关键绩效指标考评，对公司绩效考评方案进行了再 设计。 希望通过对绩效考评方案的研究与再设计，对公司员工的绩效进行客观公正的评 价，激励员工改善绩效、自我发展，促进企业的业绩提升，同时使企业的人力资源管理 更加完善。 关键词:绩效考评;绩效考评方案;户外广告 T公司员工绩效考评方案的研究与再设计 The Research and Redesign of Personnel Performance Appraisal Indicator of T Company Abstract As a sign of economic growth, advertising grows very fast along with the development of Chinese economy. But as the advertising market becomes more and more standardized and competition with international giants becomes a lot more severe, human resource as the core of gaining advantages for the enterprises, face a great challenge. As the key of human resources management, performance appraisal is the basis to policies and important decision, helping enterprises to finalize their strategic objectives and to enhancing team fitness. It is applied to evaluating personnel performance by using a series of systemic and scientific criterions, process and methods based on the reality. The scientific and logical performance proposal is a key part of performance management. T Company is an outdoor advertising organization. There are many issues in its current performance appraisal, in which there is a big gap comparing with the strategic growth of the company. This thesis is developed along a sequence of raising, analyzing and solving questions by statistics analysis as well as demonstration study. The techniques of Management by Objectives and Key performance indicator are applied to redesign the company's performance appraisal. The objective of redesigned performance appraisal is to make a fair assessment on all employees, to motivate and develop them. Then organization performance and quality of human resources management will be improved accordingly. Key Words:Performance Appraisal;Performance Appraisal Indicator:Outdoor Advertising 大连理工大学专业学位硕士学位论文 目录 摘要...........................................................……工 Abstract ..........................................................……工工 1绪论......................................................... ....……1 1. 1研究背景及意义.............................................……1 1.2研究的技术路线和措施.......................................……2 2绩效考评文献综述.................................................……4 2. 1绩效的含义和特点.... .......................................……4 2.2绩效考评的含义和特点.......................................……4 2.3绩效考评在人力资源管理中的作用.............................……5 2.4绩效考评常用的方法...................................... ...……7 2.4. 1非系统的绩效考评方法.................................……7 2.4.2系统的绩效考评方法...............……，.............……9 3T公司绩效考评现状...............................................……14 3. 1 T公司背景介绍..................... ........................……14 3.1.1 T公司发展历史回顾...................................……14 3. 1. 2 T公司的人员结构二。................……，...........……15 3. 1. 3 T公司组织结构.......................................……16 3. 2 T公司现行绩效考评方案的分析与评价.........................……16 3.2. 1现行绩效考评方案的内容.....……。..................……16 3.2.2现行绩效考评方案存在问题的提取......................……18 3.2.3现行绩效考评方案存在问题的分析......................……21 4绩效考评方案的再设计................. ...........................……23 4.1绩效考评方案设计的原则....................................……23 4.2绩效考评对象分析..........................................……23 4.3绩效考评指标的设计........................................……24 4.3. 1员工绩效目标的制定..................................……24 4.3.2关键业绩指标的提取..................................……25 4.4绩效考评指标权重的确定....................................……25 4.5绩效考评标准的设定................................ ........……26 4. 5. 1绩效考评结果的统计..................................……26 4.5.2绩效考评结果的应用..................................……27 刃 T公司员工绩效考评方案的研究与再设计 4.5. 3绩效考评的周期及考评的流程.....…… 4.6绩效沟通的改善..............……。..…… 5绩效考评方案实施的制度保障.................…… 5. 1高层领导的支持..............……。..…… 5.2员工培训.............................…… 5. 3考评效度检验.........................…… 结论.....................................……