在现代企业管理中，一方面职业经理人无论对企业的发展还是人才难题的解 决都发挥了极大的作用。另一方面，国有企业在引进职业经理人制度时，其发展 尚且亦步亦趋，尤其是以国有企业为主的水电行业，职业经理人制度的研究与推 广上有很大的差距。近年来，随着水电行业的发展，人才的需求、培养、使用逐 渐成为其限制瓶颈。在这样的背景下，职业经理人这一角色必将成为水电行业解 决人才难题和实现持续发展的关键。 职业经理人制度作为水电行业人力资源管理的发展方向，一个亟需解决的前 提就是对职业经理人的绩效考核。目前，我国水电行业的职业经理人考核制度本 身仍然处于探索完善期，如何对其进行优化，从而更利于行业经理人的发挥和行 业的发展将是本文重要的研究内容之一。同时，职业经理人制度作为一种有的考 核方式，怎样对其进行延伸，从而实现水电行业优秀人才聚集和健康持续发展的 局面，这一问题也将是本文另一个重要研究内容。 本文主要结合自身工作经验和调查研究，充分利用管理学理论、思想，就水 电行业职业经理人的绩效考核方案如何进行更科学的优化和延伸进行探讨和研 究。尤其是对职业经理制度的延伸，在水电行业尚无研究先例，更具价值。 关键词，水电行业，职业经理人，绩效考核，方案优化与延伸II ABSTRACT In the modern corporate management, for one thing, the professional manager plays an important role in the corporate development as well as in issue of human resources. For another, the development of the professional manager system follows suit in the state-owned-enterprises’ introduction of the system, the hydropower industry in particular, with great gaps between the research and application of the system. With the development of the hydropower industry in recent years, the need, cultivation and deployment of talents gradually come to be the bottle neck of the industry’ development, under which background, the professional manager stands as the key to the deployment of talents and the sustainable development of the industry. As the development orientation of the human resources management, the performance evaluation of the professional manager is the immediate prerequisite of the system. At present, the development of the system is still in the period of exploration and improvement, thus the optimization and development of the system and the role of the professional manager being served as the grounds for the main part of this thesis while at the same time, as an effective method of performance evaluation, the issue of the extension of the system so as to realize the talent accumulation and the industry’s sustainable development constitutes another important aspect of this thesis. This thesis, combining with the author’s working experience and research in this industry and also full employment of the managerial theory and thought, carries out the discussion and research of the scientific optimization and extension of the performance evaluation of the professional manager in hydropower industry, especially the extension aspect, being unprecedented, thus having more value. Key words，hydropower industry; professional manager; performance evaluation; scenario optimization and extensionIII 目 录 第一章 绪论.................................................................................................................. 1 1.1 研究的背景 ............................................................................................................ 1 1.2 研究的意义 ............................................................................................................ 2 1.3 研究思路与内容 .................................................................................................... 3 1.3.1 研究思路 ......................................................................................................... 3 1.3.2 研究内容 ......................................................................................................... 3 1.4 研究的方法 ............................................................................................................ 3 第二章 职业经理人制度和绩效考核的理论概述...................................................... 5 2.1 职业经理人制度 .................................................................................................... 5 2.2 绩效考核指标体系理论 ........................................................................................ 6 2.2.1 绩效内涵 ......................................................................................................... 6 2.2.2 影响绩效的关键因素 ..................................................................................... 7 2.2.3 绩效考核的内涵 ............................................................................................. 7 2.2.4 绩效考核指标体系 ......................................................................................... 8 2.2.5 绩效考核指标设计方法 ................................................................................. 9 2.2.6 绩效考核指标的标准 ................................................................................... 12 2.2.7 绩效考核的实施方法 ................................................................................... 13 第三章 SD企业水电项目部职业经理人的绩效考核指标现状分析............................. 16 3.1 SD 企业水电项目发展概况................................................................................. 16 3.1.1 企业发展概况 ............................................................................................... 16 3.1.2 水电项目业务发展概况 ............................................................................... 16 3.1.3 水电项目人力资源管理分析 ....................................................................... 17 3.2 企业水电项目绩效考核指标体系分析 .............................................................. 18 3.2.1 绩效考核体系现状 ....................................................................................... 18 3.2.2 绩效考核方法的问卷调查分析 ................................................................... 22 3.2.3 绩效考核体系的优缺点分析 ....................................................................... 24IV 第四章 SD 企业水电项目部职业经理人绩效考核方案优化.................................. 26 4.1 优化的思路 .......................................................................................................... 26 4.2 水电行业泛职业经理人延伸对象与目标 .......................................................... 26 4.3 泛职业经理人绩效考核体系的优化 .................................................................. 26 4.3.1 项目核心管理层绩效考核体系的优化 ....................................................... 27 4.3.2 项目中层干部绩效考核体系的优化（部门主任为例） ........................... 32 4.3.3 项目其他人员的绩效考核体系的优化 ..................................................... 34 第五章 结论与展望.................................................................................................... 39 5.1 本文研究总结 ...................................................................................................... 39 5.2 前景展望 .............................................................................................................. 39 致谢............................................................................................................................ 40