能源是国家经济发展的基础。随着全球化进程的加快，我国能源企业逐渐与 国际市场接轨。面临更为严峻的市场竞争，我国能源企业应更好的发挥员工的价 值，提升企业的竞争力。相对于民营企业，国有能源企业在人力资源管理方面需 进一步完善，需充分认识到人才是企业发展的关键，而加强人力资源管理的关键 在于合理的绩效考核。A 能源公司是我国国有能源企业的一员，近些年为了进一 步贯彻企业发展战略，提升企业竞争力，需进一步完善企业人力资源管理工作， 重点改善人力资源考核方法。 基于此，文章以 A 能源公司生产单位责任人为例，在对该公司生产单位责 任人绩效考核方案现状调研的基础上，对该公司的生产单位责任人绩效考核改善 进行了研究。首先，文章通过问卷调查和访谈调查，了解了目前 A 能源公司在生 产单位责任人绩效考核方案方面存在的问题：绩效考核指标不完善，绩效考核指 标权重确定方法不合理等。继而，依据调研得出的问题，文章完善了绩效考核方 案，包括绩效考核原则、机构等，并基于绩效考核指标体系构建的原则构建了新 的绩效考核指标体系。最后，文章运用层次分析法对确定的绩效考核指标权重进 行了确定，运用模糊综合评判法，对 A 能源公司 X 矿业公司责任人的绩效现状 进行了综合评价。通过综合评价得出，A 能源公司 X 矿业公司责任人的绩效考 核结果为合格。 文章以 A 能源公司为例，通过对该公司生产单位责任人绩效考核方案现状 调研，问题分析，对生产单位责任人绩效考核指标体系构建，可为 A 能源公司合 理开展生产单位责任人绩效考核工作提供借鉴，也可为其他公司完善绩效考核工 作提供参考。 关键词：A 能源公司；绩效考核；层次分析法；模糊综合评判法西安建筑科技大学硕士学位论文 A Study on the Performance Appraisal Plan of A Company's Production Unit Responsibility Specialty: MBA Name: Zhang Guoqiao Instructor: Associate Prof.Wei Haimin ABSTRACT Energy is the foundation of the country's economic development. With the acceleration of globalization, China's energy enterprises gradually converge with the international market. In the face of more severe market competition, China's energy enterprises should give full play to the value of their employees and enhance their competitiveness. Relative to private enterprises, state-owned energy enterprises need to further improve human resources management, fully aware of the key to the development of enterprises, and strengthen the key to human resources management is the reasonable performance appraisal. A Energy Company is a member of China's state- owned energy companies. In recent years, in order to further implement the enterprise development strategy and enhance the competitiveness of enterprises, it is necessary to further improve the human resources management of enterprises and to focus on improving the human resource assessment methods. Based on this, the article takes the person in charge of the production unit of A Energy Company as an example, and studies the improvement of the performance appraisal of the responsible person in the production unit of the company on the basis of the investigation of the status quo of the person in charge of the production unit of the company. First of all, through the questionnaire survey and interviews, the article understands the current A energy company's problems in the performance appraisal of production units: the performance appraisal index is not perfect and the performance appraisal index weight determination method is not reasonable. Then, based on the research findings, the article determines the performance appraisal program, including西安建筑科技大学硕士学位论文 the performance appraisal principles and institutions, and builds a new performance appraisal index system based on the principle of performance appraisal index system construction. Finally, the article uses the analytic hierarchy process to determine the weight of the determined performance appraisal index, and uses the fuzzy comprehensive evaluation method to comprehensively evaluate the performance status of the responsible person of the A energy company X Mining Company. Through comprehensive evaluation, the performance appraisal result of the responsible person of A Energy Company X Mining Company is qualified. This article takes A energy company as an example, through the investigation and analysis of the performance appraisal of the responsible person of the production unit of the company, the construction of the performance appraisal index system for the proprietor of the production unit can provide reference for the A energy company to carry out the performance appraisal of the proprietor of the production unit reasonably , But also for other companies to improve performance appraisal work to provide a reference. Keywords: A energy company, performance appraisal, AHP, fuzzy comprehensive evaluation西安建筑科技大学硕士学位论文 I 目 录 1 绪论....................................................................................................................1 1.1 研究背景和意义.....................................................................................1 1.1.1 研究背景......................................................................................1 1.1.2 研究意义......................................................................................2 1.2 国内外研究现状.....................................................................................3 1.2.1 国外研究现状..............................................................................3 1.2.2 国内研究现状..............................................................................5 1.2.3 现有研究述评..............................................................................8 1.3 研究内容及方法.....................................................................................8 1.3.1 研究内容......................................................................................8 1.3.2 研究方法......................................................................................8 1.4 技术路线.................................................................................................9 2 相关理论综述.................................................................................................. 11 2.1 相关概念界定....................................................................................... 11 2.1.1 绩效............................................................................................ 11 2.1.2 绩效考核.................................................................................... 11 2.2 绩效考核特点和原则........................................................................... 11 2.2.1 绩效考核特点............................................................................ 11 2.2.2 绩效考核原则............................................................................12 2.3 绩效考核方法和流程...........................................................................12 2.3.1 绩效考核方法............................................................................12 2.3.2 绩效考核流程............................................................................14 2.4 绩效考核综合评价方法.......................................................................15 2.5 本章小结...............................................................................................16 3 A 能源公司生产单位责任人绩效考核方案现状及问题...............................17 3.1 A 能源公司概况....................................................................................17 3.1.1 基本概况....................................................................................17 3.1.2 组织架构....................................................................................17西安建筑科技大学硕士学位论文 II 3.2 A 能源公司生产单位责任人绩效考核方案现状................................17 3.2.1 绩效考核组织机构....................................................................18 3.2.2 绩效考核指标设置....................................................................18 3.2.2 绩效考核程序............................................................................22 3.2.3 绩效考核计分方法....................................................................22 3.3 A 能源公司生产单位责任人绩效