安检是民航重要的工种之一，民航运输的特殊性使得民航安检要比其他交通 的安检更为严格，而机场安检部门则是负责民航安保任务的主要机构。目前，我 国机场均设置了专门的安检部门，并配有大量的安检员，安检也是大部分机场员 工数量最多的机构，承担着重要的职责。为了提升一线安检员的工作表现，YT 机场安检部门已对安检人员开展了绩效考核工作，并初步形成了绩效考核体系， 绩效考核体系已然成为民航安检部门开展安全检查工作的主要依靠。文章以YT 机场安检人员为研究对象，探讨了YT机场安检人员绩效考核体系的优化设计， 对如何提高安全检查效率，端正员工工作态度，进一步做好安全、服务工作具有 重要的实际应用价值。 从现阶段机场安检人员绩效考核体系的情况来看，存在着不少的问题，涉及 绩效考核体系的各个要素。本文在分析YT机场安检员绩效考核现状的基础上， 结合了问卷调查及人员访谈的结果，指出了体系中存在的主要问题，如考核主体 缺乏全面性、考核指标设置缺乏科学性、考核流程缺乏系统性、结果运用不充分、 考核方法缺乏适用性等。又以上述问题为导向，优化了YT机场安检人员的绩效 考核指标体系：首先通过前人对安检绩效考核体系研究内容的学习理解，并结合 本场安检部门的实际，采用了层次分析法科学设置了各项指标的权重。同时，进 一步对原有的绩效考核体系进行梳理，对YT机场现有安检人员绩效考核体系的 各个环节进行优化，优化了考核的主体以及运用科学的考核方法对员工日常工作 表现进行评价，对重要考核数据进行收集、分析，不断完善绩效反馈与面谈环节， 强化了考核结果的应用等。优化后的绩效考核体系明确了考核主体的监督管理职 责，提高了员工的参与度，加强了考核信息的分析与收集，拓展了考核结果应用 的途径，增加了考核的科学性及透明度，最终使体系的各个环节联动统一、形成 闭环。 最后，本文从转变绩效考核观念、建立健全考核相关机制、加强考核管理流 程建设、加强绩效考核主体培训、运用安全管理方法等方面为立足点，对如何确 保优化后的绩效考核体系顺利实施做了阐述。 江苏大学工商管理硕士（MBA）学位论文 II 本文不仅为安检部门的员工绩效考核体系建设提供了方案，也为机场其他部 门、甚至其他机场的安检部门的员工绩效考核提供了思路，具有一定的理论及实 用价值。 关键词：机场安检，安检人员，绩效考核，体系优化 江苏大学工商管理硕士（MBA）学位论文 III ABSTRACT Security check is one of the important types of civil aviation. The particularity of civil aviation transportation makes civil aviation security check more strict than other transportation, and airport security department is the main organization responsible for civil aviation security tasks. At present, China's airports have set up a special security department, and equipped with a large number of security inspectors. Security inspection is also the organization with the largest number of employees in most airports, taking on important responsibilities. In order to improve the work performance of front-line security inspectors, YT airport security inspection department has carried out performance appraisal for security inspectors, and initially formed a performance appraisal system, which has become the main dependence of civil aviation security inspection department to carry out security inspection. Taking YT airport security personnel as the research object, this paper discusses the optimization design of YT airport security personnel performance appraisal system, which has important practical application value on how to improve the efficiency of security inspection, correct the working attitude of employees, and further improve the security and service work. From the current situation of airport security personnel performance appraisal system, there are many problems, involving various elements of the performance appraisal system. Based on the analysis of the current situation of performance appraisal of YT airport security inspectors, combined with the results of questionnaire survey and personnel interview, this paper points out the main problems existing in the system, such as the lack of comprehensiveness of the appraisal subject, the lack of scientificity of the appraisal index setting, the lack of systematization of the appraisal process, the inadequate use of the results and the lack of applicability of the appraisal methods. Guided by the above problems, the performance evaluation index system of YT airport security personnel is optimized: firstly, through the previous study and 江苏大学工商管理硕士（MBA）学位论文 IV understanding of the content of the performance evaluation system of security inspection, combined with the actual situation of the security inspection department of this airport, the weight of each index is scientifically set by AHP. At the same time, it further combs the original performance appraisal system, optimizes each link of the existing performance appraisal system for YT airport security inspectors, optimizes the main body of the appraisal, evaluates the daily work performance of employees with scientific appraisal methods, collects and analyzes important appraisal data, constantly improves the performance feedback and interview links, and strengthens the appraisal results Application, etc. The optimized performance appraisal system clarifies the supervision and management responsibilities of the appraisal subject, improves the participation of the staff, strengthens the analysis and collection of the appraisal information, expands the application way of the appraisal results, increases the scientificity and transparency of the appraisal, and finally makes each link of the system unified and forms a closed loop. Finally, this paper expounds how to ensure the smooth implementation of the optimized performance appraisal system from the aspects of changing the concept of performance appraisal, establishing and improving the relevant mechanism of appraisal, strengthening the construction of appraisal management process, strengthening the training of performance appraisal subjects, and using safety management methods. This paper not only provides a scheme for the construction of the staff performance appraisal system of the security inspection department, but also provides ideas for the staff performance appraisal of other departments of the airport, even other security inspection departments of the airport, which has certain theoretical and practical value. Key Words: Airport Security Check,Security inspectors,Performance Appraisal, The Optimization for the System 江苏大学工商管理硕士（MBA）学位论文 V 目 录 1 绪论 ........................................................................................................................... 1 1.1 研究背景.......................................................................................................... 1 1.2 研究目的及意义.............................................................................................. 2 1.2.1 研究的目的............................................................................................ 2 1.2.2 研究的意义............................................................................................ 3 1.3 国内外研究现状.............................................................................................. 3 1.3.1 国外研究现状........................................................................................ 3 1.3.2 国内研究现状........................................................................................ 6 1.3.3 研究现状评述........................................................................................ 8 1.4 本文的主要内容与研究思路.......................................................................... 9 1.4.1 本文的主要内容.................................................................................... 9 1.4.2 本文的研究思路及框架结构.............................................................. 10 1.4.3 研究方法.............................................................................................. 10 2 相关概念与理论基础 ............................................................................................. 12 2.1 相关概念........................................................................................................ 12 2.1.1 绩效考核.............................................................................................. 12 2.1.2 绩