进入 21 世纪，经济全球化和信息化时代越来越明显，国内和国际市场 竞争越来越激烈，并集中表现为企业人才的竞争。企业常常通过更加有吸 引力的绩效考核，激发员工的工作活力和创造力，提高企业核心竞争能力。 TRZ 公司作为一家刚刚成立的山西省省属国有投融资公司，公司战略是搭 建投融资平台，助推中小企业发展，实现国有资产的保值增值。然而，目 前该公司高端人才短缺，绩效考核管理存在诸多问题，对高端人才没有吸 引力。所以，从公司战略出发，建立一套有效的高端人才绩效考核管理方 案，对于激励、吸引更多高端人才，增强 TRZ 公司发展的核心竞争力意义 重大。 报告以 TRZ 公司高端人才绩效考核为研究对象，通过文献资料分析， 采用问卷调查法、实例研究法、根因分析法，进行了定性与定量相结合的 研究，对该公司现有绩效考核管理现状、薪酬管理现状和考勤管理现状进 行了研究。通过分析该企业存在的考核定位不准确、高端人才价值体现不 够和考核激励机制没有有效发挥等问题，找出了问题的关键原因在于该公 司缺乏明确的岗位职责、缺乏科学的绩效考核指标、缺乏合理的考核周期。从而提出了该公司绩效考核优化和改善的必要性。在此基础上，以关键绩 效指标法为基础，结合高端人才岗位职责，分解、细化了公司考核指标， 并针对三类高端人才建立了高端人才绩效考核指标体系、设计了年度与季 度相结合的考核方案。为保证方案的实施，提出了若干方案实施的对策。 关键词：高端人才；绩效考核；指标体系；方案设计III Establishment of Performance Appraisal Index System and Assessment Scheme Design of High-level Personnel in TRZ Abstract: Entering the 21st century, the era of economic globalization and informationization is becoming more and more obvious, and the competition of domestic and international markets is becoming more and more fierce, which is mainly reflected in the competition of enterprise talents. Enterprises often use more attractive performance appraisal to stimulate the work vitality and creativity of employees and improve the core competitiveness of enterprises. TRZ Company is a newly established state-owned investment and financing company in Shanxi Province. Its strategy is to build an investment and financing platform, promote the development of small and medium-sized enterprises, and realize the preservation and appreciation of state-owned assets. However, at present, the company's high-end talent shortage. There are many problems in performance appraisal management. High-end talent is not attractive. Therefore, from the company's strategy, the establishment of an effective high-end talent performance appraisal management program, can motivate and attract more high-end talent, enhance the core competitiveness of TRZ company development. This paper takes the performance appraisal of TRZ company's high-end talents as the research object, through literature analysis, using questionnaire survey method, case study method and root cause analysis method, carries out qualitative and quantitative research, and studies the current situation of performance appraisal management, salary management and attendance management of TRZ company. Through the analysis of the problems existing inthe enterprise, such as inaccurate evaluation positioning, inadequate value of high-end talents and ineffective performance evaluation incentive mechanism, the key reasons are found out that the company lacks clear post responsibilities, scientific performance evaluation indicators and reasonable evaluation cycle. Therefore, the necessity of optimizing and improving the performance appraisal of the company is put forward. On this basis, based on the method of key performance indicators, combined with the responsibilities of high-end talent posts, the company's evaluation indicators are decomposed and refined, and the performance evaluation index system of high-end talent is established for three types of high-end talent, and the evaluation scheme combining annual and quarterly is designed. In order to ensure the implementation of the scheme, several countermeasure for the implementation of the scheme are put forward. Keywords：High-end talents；Performance appraisal；Index system；Conceptual designV 目 录 1 绪论 ....................................................................................................................................... 1 1.1 选题背景和意义 .............................................................................................................. 1 1.1.1 研究背景 ..................................................................................................................... 1 1.1.2 研究目的和意义 ......................................................................................................... 2 1.2 研究的内容与方法 ........................................................................................................... 3 1.2.1 研究内容 ..................................................................................................................... 3 1.2.2 研究方法 ..................................................................................................................... 4 1.3 创新点 .............................................................................................................................. 5 2 理论基础与国内外研究现状 ............................................................................................... 7 2.1 相关理论综述 .................................................................................................................. 7 2.1.1 绩效与绩效管理 ......................................................................................................... 7 2.1.2 绩效考核 ..................................................................................................................... 8 2.1.3 绩效评价方法 ............................................................................................................. 9 2.2 国外研究现状及发展动态 ............................................................................................ 11 2.3 国内研究现状及发展动态 ............................................................................................ 12 3 TRZ 公司绩效考核管理现状.............................................................................................. 17 3.1 TRZ 公司基本情况......................................................................................................... 17 3.1.1 TRZ 公司组织构架情况............................................................................................ 17 3.1.2 TRZ 公司人力资源概况............................................................................................ 17 3.2 TRZ 公司绩效考核管理情况......................................................................................... 18 3.2.1 TRZ 公司绩效考核管理情况.................................................................................... 18 3.2.2 TRZ 公司薪酬管理情况............................................................................................ 23 3.2.3 TRZ 公司考勤管理情况............................................................................................ 254 TRZ 公司绩效考核管理中存在的问题及原因分析.......................................................... 27 4.1 问卷调查 ........................................................................................................................ 27 4.1.1 问卷调查的设计 ....................................................................................................... 27 4.1.2 问卷调查与结果统计 ................................................................................................ 27 4.2 TRZ 公司绩效考核管理中存在的问题......................................................................... 30 4.2.1 TRZ 公司绩效考核定位不准确................................................................................ 31 4.2.2 高端人才的价值体现不够 ....................................................................................... 32 4.2.3 激励机制没有有效发挥 ........................................................................................... 32 4.3 TRZ 公司存在问题的原因分析....................................................................