绩效考核体系是当今企业进行人力资源管理的核心。绩效考核方案需要适应 企业的战略目标和发展需要，如何有针对性的建立一套科学实用的绩效考核体系 已经成为当今企业管理中的一个重要课题。青岛 X 乳业公司从成立以来一直采用 的是简单低效的绩效管理，大部分员工的工作业绩得不到合理有效的评价，员工 的工作积极性和工作效率普遍不高，致使公司缺乏活力，经营业绩难以得到提高。 因此，为了促进企业的绩效水平，增强企业的核心竞争力，需要根据企业的实际 情况，设计一套具有较高可操作性的绩效考核体系。 论文首先对国内外有关绩效管理的理论成果和实践经验进行了概要综述，然 后通过对青岛 X 乳业公司绩效考核现状的调研，全面分析了公司在绩效考核方面 存在的问题。针对企业存在的问题，论文重新优化设计了一套比较合理有效，具 有可操作性的绩效考核体系，包括绩效考核指标的设计、绩效考核的实施流程和 绩效考核的反馈与保障措施。在绩效考核指标设计中，论文对公司进行绩效考核 的目标进行了阐述，对组织机构和部门职责进行了划分，根据不同的层次分别设 计了部门和员工的绩效考核指标；在绩效考核的实施流程中，论文详细分解了管 理人员和普通员工在绩效考核过程中应该承担的职责，并对绩效考核的结果应用 提出了建议；最后，论文提出了绩效考核的反馈体系和保障措施，通过反馈体系 持续不断地促进现有的绩效考核体系趋于完善。 本文通过对青岛 X 乳业公司绩效考核现状的考察和分析，找出了公司的绩效 考核方案中存在的问题并对原因进行了分析，设计了包括不同部门和不同员工层 次的绩效考核方案及实施流程，以期对青岛 X 乳业公司的人力资源管理和建设提 供有益的帮助。 关键词，绩效考核方案；优化设计；保障措施II Qingdao X-Milk Company Performance Appraisal Scheme Optimization Designing Research Abstract Today，the performance appraisal system becomes the core of human resource management. Performance appraisal scheme needs to be adapted to the corporate strategic objectives and development of company. How to targeted establish a scientific and practical performance appraisal system has become an important topic in company management today. Qingdao X-Milk Company’s performance management has been simple and inefficient since its inception, most of the staff's performance is not a reasonable and effective evaluation, the motivation and efficiency of staffs is generally not high, which results the lack of vigor, and the company’s performance is difficult to be improved. Therefore, in order to promote the level of company's performance, and enhance the core competitiveness of enterprises, it needs to design a performance appraisal system with high operability according to the actual situation. Firstly, the article shows a summary overview on the theoretical results of the performance management and practical experience, and then through the research of Qingdao X-Milk Company’s performance appraisal system, the article makes a comprehensive analysis of the problems in the performance appraisal. According to these problems, the article re-designs a more rational, effective and workable performance appraisal system, including the design of the performance measure, the implementation of the performance appraisal process, and the performance appraisal feedback system and the supporting measures. In the design of performance assessment indicators, the article describes the target of performance appraisal system, and raises the organization and functions of the departments, and different performance evaluation indicators are designed according to different levels; in the implementation of the performance appraisal process, the article decomposed the responsibilities of managers and employees in the performance appraisal process, and make recommendations of the performance results application; Finally, the article presents the feedback of the performance appraisal system and supporting measures, through the feedback system, it continues constantly tend to improve the promotion of existing performance appraisal system. According to the examination and analysis of Qingdao X-Milk Company’s performance appraisal system, the article identifies the problems and reasons for the company's performance appraisal program, and designs the different sectors and different levels of staff performance appraisal scheme and implementation process, and expected to provide useful help to the human resource management of Qingdao X-Milk Company. Keywords，Performance Appraisal Scheme，Optimization Design，Supporting MeasuresI 目 录 1 绪论.........................................................................................................1 1.1 研究背景..........................................................................................................1 1.2 研究意义..........................................................................................................1 1.3 研究思路与方法..............................................................................................2 1.4 研究内容与框架..............................................................................................2 1.5 本文的创新之处..............................................................................................3 2 理论综述 .................................................................................................4 2.1 绩效管理理论..................................................................................................4 2.1.1 绩效管理的涵义...................................................................................4 2.1.2 绩效管理系统.......................................................................................5 2.2 绩效考核理论..................................................................................................5 2.2.1 绩效考核的功能和体系构成...............................................................5 2.2.2 绩效考核的理论和方法.......................................................................7 3 青岛 X 乳业公司的绩效考核现状与问题分析 ..................................11 3.1 青岛 X 乳业公司的概况...............................................................................11 3.1.1 公司组织结构.....................................................................................11 3.1.2 公司人员结构.....................................................................................12 3.1.3 公司人力资源部结构.........................................................................14 3.2 公司绩效考核现状........................................................................................14 3.2.1 绩效考核方式和内容.........................................................................14 3.2.2 绩效考核指标及权重.........................................................................15 3.2.3 绩效考核流程与执行.........................................................................15 3.3 公司绩效考核存在的问题及原因................................................................16 3.3.1 绩效考核调查结果统计.....................................................................16 3.3.2 绩效指标设计存在的问题及原因.....................................................17 3.3.3 绩效考核过程中存在的问题及原因.................................................19 4 青岛 X 乳业公司绩效考核方案优化设计 ..........................................20 4.1 绩效考核的前期准备....................................................................................20 4.1.1 绩效考核目标与设计原则.................................................................20 4.1.2 成立绩效考核方案设计项目组.........................................................21 4.1.3 绩效考核机构设置和职责划分.........................................................21 4.2 以 KPI 为主进行绩效考核方案优化设计 ...................................................22 4.2.1 绩效考核指标设置.............................................................................23 4.2.2 绩效考核主体设置.............................................................................24 4.2.3 绩效考核指标权重.............................................................................24 4.2.4 部门绩效考核指标.............................................................................25 4.2.5 员工绩效考核指