随着世界经济变革及科学技术的进步，人力资源禀赋日益成为决胜市场竞 争的关键要素之一。近年来，我国中小企业发展面临巨大挑战，行业竞争越发 激烈企业新的发展态势对人才管理作出新的时代要求。绩效管理体系作为人才 管理过程中一项重要内容，也成了企业管理的重中之重。科学的绩效管理体系 不仅能帮助企业稳定人才，还能有效促进企业发展。因而，完善绩效管理体系 对公司持续发展与增强市场竞争力具有十分重要的意义。 本文基于绩效管理理论、质量管理理论，应用问卷法、实地调研、专家访 谈法、定性定量的研究方法，采用目标管理法、关键指标法及PDCA循环研究工 具，以A公司为例对公司基层员工的绩效管理体系展开研究。研究发现该公司 现行的管理体系存在内容不完善、实施流程不科学、绩效检查结果处理不到位 三大问题。通过进一步剖析发现致使A公司绩效管理体系产生系列问题主要原 因有管理层对绩效管理体系的完善认知不到位、管理体系实施过程中反馈机制 缺失、缺乏专业管理人才队伍等。针对公司现行绩效管理体系所存问题，基于 PDCA循环，依次以（P）——实施（D）——检查（C）——处理（A）四个方面 为路径，以沟通为媒介促进P、D、C、A四方面的有机结合，对公司现行的基层 员工绩效管理体系做出优化。从制度保障、文化保障、人才保障三方面确实为 优化后的基层员工管理体系的有效运行提出意见建议，力求最大程度解决A公 司基层员工绩效管理体系所存问题，有效助力优化后的管理体系行之有效。 通过研究有针对性的提出解决方案，有助于公司提升管理水平、留住人才、 增强企业竞争力。同时也为相关类似的企业实践提供参考与借鉴。 关键词：基层员工；绩效管理体系；优化设计 Abstract II Abstract Withthechangeoftheworldeconomyandtheprogressofscienceand technology,humanresourceendowmenthasincreasinglybecomeoneofthekey factorstowinthemarketcompetition.Inrecentyears,thedevelopmentofsmalland medium-sizedenterprisesinChinaisfacedwithgreatchallenges,andtheindustry competitionisincreasinglyfierce.Thenewdevelopmentsituationofenterpriseshas madenewrequirementsfortalentmanagementofTheTimes.Performance managementsystemasanimportantpartofthetalentmanagementprocess,hasalso becomethetoppriorityofenterprisemanagement.Scientificperformance managementsystemcannotonlyhelpenterprisesstabilizetalents,butalsoeffectively promotethedevelopmentofenterprises.Therefore,improvingtheperformance managementsystemisofgreatsignificancetothesustainabledevelopmentofthe companyandtheenhancementofmarketcompetitiveness. Basedonperformancemanagementtheoryandqualitymanagementtheory,this paperappliesquestionnairemethod,fieldresearch,expertinterviewmethod, qualitativeandquantitativeresearchmethods,adoptstargetmanagementmethod,key indexmethodandPDCAcycleresearchtools,andtakesAcompanyasanexampleto carryoutresearchontheperformancemanagementsystemofthecompany's grass-rootemployees.Itisfoundthatthecurrentmanagementsystemofthecompany hasthreeproblems:imperfectcontent,unscientificimplementationprocessand inadequatehandlingofperformanceinspectionresults.Throughfurtheranalysis,itis foundthatthemainreasonsfortheseriesofproblemsintheperformance managementsystemofCompanyAaretheincompletecognitionofthemanagement oftheperformancemanagementsystem,thelackoffeedbackmechanisminthe implementationofthemanagementsystem,andthelackofprofessionalmanagement personnel.Inviewoftheexistingproblemsinthecompany'scurrentperformance managementsystem,basedonthePDCAcycle,thecompanytakes(P)-- implementation(D)--inspection(C)--processing(A)fouraspectsasthepath,and Abstract III takescommunicationasthemediumtopromotetheorganiccombinationofP,D,C andA,tooptimizethecompany'scurrentgrass-rootsstaffperformancemanagement system.Suggestionsandsuggestionsareputforwardfortheeffectiveoperationofthe optimizedgrass-rootsstaffmanagementsystemfromthethreeaspectsofsystem guarantee,culturalguaranteeandtalentguarantee,andstrivetosolvetheexisting problemsofAcompany'sgrass-rootsstaffperformancemanagementsystemtothe greatestextent,andeffectivelyhelptheoptimizedmanagementsystemtobe effective. Proposingtargetedsolutionsthroughresearchwillhelpthecompanyimproveits managementlevel,retaintalentsandenhanceitscompetitiveness.Atthesametime,it alsoprovidesreferenceandreferenceforrelatedandsimilarenterprises. Keywords:grassrootsstaff;Performancemanagementsystem;The optimizationdesign 目录 IV 目录 摘要...................................................................................................................................................I Abstract..........................................................................................................................................II 第一章绪论....................................................................................................................................1 第一节研究背景与意义.........................................................................................................1 一、研究背景...........................................................................................................................1 二、研究意义...........................................................................................................................2 第二节国内外研究概述.........................................................................................................3 一、国外研究概述...................................................................................................................3 二、国内研究概述...................................................................................................................4 三、研究现状述评...................................................................................................................6 第三节研究方法与技术路线...............................................................................................7 一、研究方法...........................................................................................................................7 二、技术路线...........................................................................................................................7 第四节研究内容与创新点....................................................................................................8 一、研究内容...........................................................................................................................8 二、研究创新点.......................................................................................................................9 第二章相关理论与分析工具...........................................................................................10 第一节相关理论.....................................................................................................................10 一、概念界定.........................................................................................................................10 二、基础理论.........................................................................................................................11 第二节分析工具.....................................................................................................................14 一、目标管理法.....................................................................................................................14 二、关键指标法.....................................................................................................................15 目录 V 三、PDCA循环........................................................................................................................16 第三章A公司基层员工绩效管理体系现状..........................................................17 第一节公司基本概况...........................................................................................................17 一、公司简介.........................................................................................................................17 二、公司组织架构.................................................................................................................18 三、公司基层员工概况.........................................................................................................19 第二节公司基层员工现行绩效管理体系概况..................................................