现代社会的市场竞争日趋激烈,企业所面临环境的复杂性和不确定性 也不断增加,在这样的条件下,企业越来越认识到通过改善管理来应对挑 战。管理中的核心问题是对人的管理,这就使得人力资源管理在现代管理 者心目中的地位更加重要。如何对员工的绩效进行考核,是企业管理者所 面临的一个重大问题。 国有资本密集型、劳动密集型企业作为中国国民经济的主体部分,面 临的形势更加严峻:经济全球化进程加快,中国己经加入世贸组织;大型 跨国公司购并重组高潮迭起,行业整合此起彼伏;国内投资趋于过热,资 源能源空前紧张;管理者观念落后,内部机制仍需改革。而国有资本密集 型、劳动密集型企业如何通过制定和实施科学、有效的绩效考核体系来降 低生产成本、提高经济效益、提升综合竞争力,保证其发展战略的实现, 目前尚没有较系统、完整的案例供大家借鉴。 在这种背景下,本文结合国有资本密集型、劳动密集型企业的典型代 表,国资委重点扶持的骨干企业一一中国长城股份宏大公司的实际情况, 通过对其绩效考核方案设计过程的整体描述,试图形成一个有借鉴意义的 案例供大家参考。 本文的创新点主要集中在第三章和第四章,具体表现在: 1、完整的描述了绩效考核方案设计的整体思路与过程,阐述方案设计 中的主要步骤:建立共识;建立绩效考核模型;绩效考核体系的设计;绩 效考核的组织与实施;绩效考核的方法;绩效考核结果的反馈与应用;绩 效考核的程序;绩效考核的期限;对以往绩效考核的改进等。重点说明考 核方案设计阶段的工作十分关键,也非常重要,可以说是做得越细越好, 而考核过程则要相对简化和易于操作。否则就达不到效果或得不偿失,耗 费了企业大量的人力和物力,获得的可能依然是部门及岗位的低效率运作 和员工更多的怨台一。 2、在描述了绩效考核方案设计的整体思路与过程后,列示了系统、完 整并具有创新性的绩效考核方案。与传统的统一由人力资源部进行的绩效 考核不同,结合国有资本密集型、劳动密集型企业的实际情况,设计了由 公司人力资源部组织与实施的对管理者的绩效考核方案与责任目标绩效考 评办公室组织与实施的对各职能部室和各生产经营单位的绩效考核方案。 关键词:绩效考核、宏大公司、设计思路、绩效考核方案AbstraCt MoreandmoreenterPrisesareawareofimProvingmanagementtoanswerthe ehallengeinthekeenmarketeomPetitionwitheaehPassingdaywiththe uneeasing!yinCreasingeomPlexityanduneertaintyoftheenvironmententerPrises eonfrontedintheeontemPoraryage.Theeoreinthemanagement15thehuman resoureemanagement,itbeeomesveryimPortantforthemanagertooPerate humanresoureemanagement,thushowtoaPPraisethePerformaneeofthestaff W111beagreatProblemforthemanagertodealwith. 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Keywords:Pe汗ormaneeaPPraisalProgram,HongdaeorPorationLtd.,trainof thoughtofdesign,easeofPe汀ormaneeaPPraisal目录 引言··························································································(l) 第一章绩效考核及其作用·······························································(2) 圣1.1绩效考核的概念··································································(2) 圣1.2绩效考核的重要作用····························································(3) 圣1.2.1绩效考核是人员任用的依据·············································(3) 圣1.2.2绩效考核是决定人员调配和职务升降的依据························(3) 圣1.2.3绩效考核是进行人员培训的依据·······································(3) 圣1.2.4绩效考核是确定劳动报酬的依据·······································(3) 圣1.2.5绩效考核是对员工进行激励的手段····································(3) 圣1.2.6绩效考核是平等竞争的一前提·············································(4) 第二章宏大公司现状分析·······························································(5) 圣2.1公司背景···········································································(5) 荟2.1.1历史沿革·····································································(5) 圣2.1.2基本情况·····································································(5) 互2.1.3组织结构·····································································(5) 圣2.2公司面临的发展形势和制定的发展战略····································(6) 圣2.2.1公司面临的发展机遇······················································(6) 圣2.2.2公司面临的严峻挑战···················································(7) 圣2.2.3中国长城股份宏大公司今后的发展战略···························(8) 第三章中国长城股份宏大公司以低成本为导向的绩效考评方案设计·········(9) 圣3.1建立共识········································································(9) 圣3.2建立绩效考核模型·······························································(9) 互3.3公司绩效考核体系的设计······················································(9) 圣3.3.1公司绩效考核体系设计的指导思想····································(9) 圣3.3.2公司绩效考核体系设计的依据··································