I 摘要 随着我国改革的不断深入，市场体制越来越成熟，公司的市场意识也越来 越强，建立服务型政府也取得重大进展。A市政公司作为一个传统行业的国有公 司，在党中央国务院国企改革的要求背景下，2019年初集团将公司从服务型转 变为经营型，公司管理层以此契机制定服务与经济效益兼顾的发展目标。如何 实现公司的改革要求和发展目标以及激发员工内生动力和工作积极性是事关改 革与发展的关键，因此员工绩效管控优化是公司当下的首要工作，建立科学合 理的绩效管控优化方案激发员工活力，从而实现公司改革要求与发展目标。 本文以A市政公司为案例，结合公司需求，运用文献研究法、实地调研法、 访谈法和问卷调查法等分析方法，对全体员工进行绩效管控优化。首先对公司 员工绩效考核的基本情况进行调查，并分析绩效管控存在的问题及原因；然后 根据公司的改革要求和发展目标对绩效管理方案进行管控优化，将绩效考核分 为常规工作绩效考核、服务绩效考核和经济绩效考核三个板块，设定十个绩效 指标，优化原有的绩效构成和比例；最后提出绩效管控优化实施的保障措施。 绩效管控优化活动本身就是一种管理实践活动，既能够满足公司现实需求，又 丰富了管理实践活动。 关键词：市政公司；绩效管控；优化；战略目标；改革要求 Abstract II Abstract Withthecontinuousdeepeningofmycountry'sreforms,themarketsystemhas becomemoremature,thecompany'smarketawarenesshasbecomestrongerand stronger,andsignificantprogresshasbeenmadeinestablishingaservice-oriented government.Asastate-ownedcompanyinthetraditionalindustry,AMunicipal Company,inthecontextoftherequirementsofthestate-ownedenterprisereformof thePartyCentralCommitteeandtheStateCouncil,thegroupchangedthecompany fromaservicetypetoanoperationtypeinearly2019.Thecompanymanagement tookthisopportunitytoformulateadevelopmentgoalthatcombinesserviceand economicbenefits..Howtoachievethecompany'sreformrequirementsand developmentgoalsandtostimulateemployees'endogenousmotivationandwork enthusiasmarethekeystoreformanddevelopment.Therefore,theoptimizationof employeeperformancecontrolisthecompany'stoppriorityatthemoment,andthe establishmentofscientificandreasonableperformancecontroloptimizationprograms tostimulateemployeevitality,Soastoachievethecompany'sreformrequirements anddevelopmentgoals. ThisarticletakesAmunicipalcompanyasacase,combinedwiththeneedsof thecompany,usingliteratureresearchmethod,fieldresearchmethod,interview methodandquestionnairesurveymethodtooptimizetheperformancecontrolofall employees.First,investigatethebasicsituationofthecompany'semployee performanceappraisal,andanalyzetheproblemsandcausesofperformance managementandcontrol;andthenoptimizetheperformancemanagementplan accordingtothecompany'sreformrequirementsanddevelopmentgoals,anddivide theperformanceappraisalintoroutineworkperformanceappraisalandservice Performanceevaluationandeconomicperformanceevaluationaredividedintothree sections,tenperformanceindicatorsareset,andtheoriginalperformancecomposition andproportionareoptimized;finally,theguaranteemeasuresfortheoptimizationand implementationofperformancemanagementandcontrolareproposed.Performance Abstract III managementandoptimizationactivitiesareakindofmanagementpracticeactivities, whichcannotonlymeettheactualneedsofthecompany,butalsoenrichthe managementpracticeactivities. Keywords:municipalcompany;performancemanagementandcontrol;optimization; strategicobjectives;reformrequirements 目录 IV 目录 摘要..............................................................................................................I Abstract.......................................................................................................II 第一章绪论...............................................................................................1 第一节研究背景和意义...........................................................................1 一、研究背景......................................................................................................1 二、研究意义......................................................................................................2 第二节研究方法与技术路线图...............................................................3 一、研究方法......................................................................................................3 二、技术路线图..................................................................................................3 第三节研究思路与主要内容...................................................................4 一、研究思路......................................................................................................4 二、主要内容......................................................................................................4 第四节主要创新点...................................................................................5 第二章理论基础.......................................................................................6 第一节文献综述.......................................................................................6 一、国外研究现状..............................................................................................6 二、国内研究现状..............................................................................................7 三、文献述评......................................................................................................9 目录 V 第二节基本概念.......................................................................................9 一、绩效的相关概念..........................................................................................9 二、公益性企业与非公益企业........................................................................10 第三节KPI关键绩效指标考核.............................................................11 一、KPI关键绩效指标考核.............................................................................11 二、确定关键绩效指标的原则.........................................................................11 三、KPI绩效管理流程.....................................................................................12 四、KPI绩效管理的作用.................................................................................14 第三章A市政公司员工绩效管理现状分析.........................................15 第一节发展概况.....................................................................................15 第二节部门员工基本情况.....................................................................16 第三节绩效考核现状.............................................................................17 一、考核主体....................................................................................................17 二、考核内容....................................................................................................19 三、绩效考核周期............................................................................................22 四、绩效考核程序............................................................................................23 五、绩效考核兑现办法及奖惩........................................................................24 第四章A市政公司员工绩效管控存在问题及原因分析....................26 第一节存在的问题.................................................................................26 一、绩效管理与战略目标匹配度不够............................................................27 二、绩效管理公平仍需加强............................................................................28 三、员工对绩效管理了解不够........................................................................30 四、绩效管理沟通不足....................................................................................31 目录 VI 五、对绩效管理不重视....................................................................................33 第二节原因分析.....................................................................................34 一、变化的经营管理环境................................................................................34 二、未建立公正公平的绩效考核体系............................................................35 三、绩效方案的培训效果不好......................................