在价值观管理时代，员工寻求个人与组织的价值匹配，员工期望个人的价值 能够得到组织的认同与对等的尊重。因此，如何评价员工的价值，成为个人与组 织价值匹配的基础。而员工的绩效考核是评价员工价值的重要手段，也是目前几 乎所有企业采取的管理手段。过去的绩效考核，通常注重对员工的考核约束，员 工存在不同程度的抵触。但是，随着管理理念的提升，越来越多的企业意识到绩 效考核是对员工的工作进行评价。包括两个主要的评价层面：一方面评价员工现 有的绩效与价值，另一方面，通过绩效考核的评价，提醒员工存在的不足，通过 改进而提升员工的价值。但是，绩效考核能否起到这个作用，与企业的绩效考核 理念、方法、绩效考核的机制与结果的应用等有密切的关系。 本文将依据输气公司现有绩效考核方案，通过KPI指标分析、问卷调查等方 法分析该方案目前实施过程中存在的问题，共发现输气公司绩效考核方案中主要 存在的问题是绩效指标不具体，绩效沟通形式主义严重，绩效结果没有科学应用 等。以具体问题为导向，研究对应的绩效考核方案优化内容，从绩效考核权重调 整、建立关键绩效指标库、增加绩效反馈互动环节等方面进行改进优化或补充； 从保障措施、配套制度、管理理念等方面制定绩效考核优化方案实施策略。期望 通过本文的研究，给输气公司的绩效考核工作提供一种思路，助力于盘活人力资 源，促进公司整体绩效的改进。 关键词：输气分公司，员工绩效考核，方案优化 MBA学位论文 作者： 许海银 兰州输气分公司员工绩效考核优化方案研究 II RESEARCH ON THE OPTIMIZATION SCHEME OF EMPLOYEE PERFORMANCE APPRAISAL IN LANZHOU GAS TRANSMISSION BRANCH Abstract In the era of Value Management, employees seek to match the value of individuals and organizations, and employees expect that the value of individuals can be recognized and respected equally by organizations. Therefore, how to evaluate the value of employees becomes the basis of matching individual and organization value. And the staff performance appraisal is an important means to evaluate the value of employees, but also almost all enterprises to adopt management tools. Past performance appraisal, usually pay attention to the assessment of the constraints of employees, employees have varying degrees of resistance. However, with the improvement of management concept, more and more enterprises realize that performance appraisal is to evaluate the work of employees. It includes two main evaluation levels: on the one hand, evaluate the existing performance and value of the staff, on the other hand, through the evaluation of performance appraisal, remind the staff of the shortcomings, and improve the value of the staff through improvement. However, whether the performance appraisal can play this role is closely related to the idea, method, mechanism and application of the performance appraisal. This paper will analyze the problems existing in the implementation of the current performance appraisal plan of the gas transmission company through KPI index analysis, questionnaire survey, etc. , it was found that the main problems in the performance evaluation program of gas transmission companies were that the performance indicators were not specific, the formalism of performance communication was serious, and the results of performance were not applied scientifically. Research the optimization content of the corresponding performance appraisal plan, from the aspects of performance appraisal weight adjustment, establishment of the performance indicator, increase the interactive link of performance feedback, etc. From the safeguard measures, supporting systems, management concepts and other aspects of the performance appraisal optimization program implementation strategy. It is expected that this study will provide a way of thinking for the performance appraisal of gas transmission company, help to activate human MBA学位论文 作者： 许海银 兰州输气分公司员工绩效考核优化方案研究 III resources and promote the improvement of overall performance of the company. Key words: Gas rranch, employee performance review, scenario optimization MBA学位论文 作者： 许海银 兰州输气分公司员工绩效考核优化方案研究 目 录 中文摘要 ..................................................................................................... I Abstract ...................................................................................................... II 第一章 前 言 ........................................................................................... 1 1.1 研究背景 ......................................................................................................... 1 1.2 研究意义 ......................................................................................................... 2 1.3 研究思路与研究方法 ..................................................................................... 3 1.3.1 研究主题 .................................................................................................. 3 1.3.2 研究思路 .................................................................................................. 3 1.3.3 主要研究方法 .......................................................................................... 4 第二章 文献综述和相关理论基础 ........................................................ 6 2.1 文献综述 ......................................................................................................... 6 2.1.1 国外绩效考核研究综述 .......................................................................... 6 2.1.2 国内绩效考核研究综述 .......................................................................... 6 2.1.3 行业内绩效考核研究综述 ...................................................................... 7 2.2 相关理论基础 ................................................................................................. 7 2.2.1 绩效的概念 .............................................................................................. 7 2.2.2 绩效考核理论 .......................................................................................... 8 2.2.3 绩效考核的过程 ...................................................................................... 9 2.3绩效考核常用方法 .......................................................................................... 9 2.3.1 目标管理法 .............................................................................................. 9 2.3.2 关键绩效指标考核法 ............................................................................ 10 2.3.3 360度考核法 .......................................................................................... 11 第三章 兰州输气分公司员工绩效考核现状评价 ................................ 12 MBA学位论文 作者： 许海银 兰州输气分公司员工绩效考核优化方案研究 3.1 兰州输气分公司现行员工绩效考核方案 ................................................... 12 3.1.1 绩效考核的原则 .................................................................................... 12 3.1.2 绩效考核组织架构 ................................................................................ 12 3.1.3 员工绩效考核指标及考核标准 ............................................................ 13 3.1.4 员工绩效考核的实施 ............................................................................ 13 3.2 兰州输气分公司员工绩效考核方案调查 ................................................... 17 3.2.1 调查的目的 ............................................................................................ 17 3.2.2 调查的内容 ............................................................................................ 17 3.2.3 调查实施及数据分析 ............................................................................ 17 3.3 兰州输气分公司员工绩效考核存在问题及原因分析 ............................... 24 3.3.1绩效考核存在的问题 ............................................................................. 24 3.3.2绩效考核存在的问题成因分析 ............................................................. 25 第四章 兰州输气分公司员工绩效考核优化方案 ................................ 27 4.1 兰州输气分公司员工绩效考核优化设计原则 ........................................... 27 4.2 兰州输气分公司员工绩效考核优化方案内容 ........................................... 28 4.2.1绩效考核主体及权重