随着国内经济增长换挡调速及新能源汽车的快速发展，成品油市场消费需求增长减 缓，加之国内能源行业进一步放开，市场竞争更加激烈。绩效考核是企业改善内部管理、 提高工作效率、达成经营目标的一个重要手段。本研究通过对现行机关员工绩效考核方 案的优化，改善激励效果，提高员工工作绩效和企业经济效益，助力GM公司赢得竞争 优势，取得长足发展。 立足于GM公司机关员工绩效考核程序不规范、激励效果不明显的现实情况，基于 平衡记分卡和戴明环理论，采用问卷调查方法，对公司领导、机关各部门正副职、部分 机关员工就绩效考核方案实施效果、指标设置、权重分配等进行调查，共收集有效样本 90份，研究表明：大部分机关员工对现行绩效考核方案不了解、对实施效果和激励效 果认可度低、缺乏正常的申诉反馈机制。针对GM公司机关员工绩效考核存在的考核指 标无差异化、对绩效考核的重视程度不够、考核过程缺乏沟通和反愧绩效考核结果应 用途径窄等问题，采取了从考核维度、考核内容、考核指标设置、流程规范、配套机制 建立等方面进行全面优化的方案。另外，本论文的分析方法和流程，对同类型的大型国 有公司或销售企业员工绩效考核的分析与改进都有着借鉴意义。 关键词：绩效管理；平衡记分卡；员工绩效考核；方案优化 论文类型：应用研究 Ⅰ III Subject ：Study on the optimization of performance appraisal scheme for GM employees Speciality：Master of Business Administration Name ： Hao Yanlong (signature) Instructor： Yang Ruijuan (signature) ABSTRACT With the rapid development of the domestic economy and new energy vehicles, the consumption demand of refined oil market is slowing down, and the domestic energy industry is further opening up, the market competition is more intense. Performance appraisal is an important means for an enterprise to improve its internal management, improve its work efficiency and achieve its business objectives. Through the optimization of the current performance appraisal scheme, the incentive effect can be improved, improve staff performance and enterprise economic efficiency, help GM to win the competitive advantage, make great progress. Based on the fact that the procedure of staff performance appraisal in GM company is not standard and the effect of motivation is not obvious, and based on the balanced scorecard method and the theory of Dai Minghuan, the author adopts the method of questionnaire survey, a total of 90 valid samples were collected from the investigation on the implementation effect, index setting, weight distribution of the performance appraisal plan by the company's leaders, the department's principal and subordinate officers, and some employees of the department, the results show that most of the staff do not know the current performance appraisal scheme, have low recognition of the implementation effect and incentive effect, and lack the normal complaint and feedback mechanism. Aiming at the problems of non-differentiation of performance evaluation index, insufficient attention to performance evaluation, lack of communication and feedback in the process of performance evaluation and narrow application path of performance evaluation results, the overall optimization scheme is adopted from the aspects of examination dimension, examination content, examination index setting, process specification, supporting mechanism establishment, etc. . In addition, the analysis method and process of this paper can be used for reference to the analysis and improvement of the performance appraisal of the same type of large state-owned companies or sales enterprises. Keywords:Performance management, Balanced Scorecard，Employee performance appraisal,Scheme optimization Thesis:Application Study IV 目 录 第一章 绪论 .............................................................. 1 1.1论文选题的背景和意义 ................................................ 1 1.1.1 论文选题的背景 .................................................. 1 1.1.2 论文选题的意义 .................................................. 1 1.2 国内外研究现状 ...................................................... 2 1.2.1国外研究现状 ..................................................... 2 1.2.2 国内研究现状 .................................................... 4 1.2.3 研究现状述评 .................................................... 5 1.3 研究思路和论文框架 .................................................. 6 1.3.1 研究思路 ........................................................ 6 1.3.2 论文框架 ........................................................ 7 1.4 论文的研究方法与创新点 .............................................. 8 1.4.1 论文的研究方法 .................................................. 8 1.4.2论文的创新点 ..................................................... 8 第二章 概念界定及理论基础 ................................................ 9 2.1 概念界定 ............................................................ 9 2.1.1 绩效 ............................................................ 9 2.1.2 绩效考核 ....................................................... 10 2.1.3 绩效考核方案 ................................................... 11 2.1.4 企业机关人员及其特点 ........................................... 12 2.2 理论基础 ........................................................... 12 2.2.1 关键绩效指标 ................................................... 12 2.2.2 平衡计分卡 ..................................................... 13 2.2.3戴明环 .......................................................... 14 第三章 GM公司机关员工绩效考核现状及存在问题分析 ........................ 15 3.1 GM公司概况 ........................................................ 15 3.1.1 GM公司简介 ...................................................... 15 3.1.2 GM公司组织架构 .................................................. 15 3.1.3 GM公司机关人力资源管理现状 ...................................... 16 3.1.4 GM公司机关员工工作性质和特点 .................................... 16 3.2 GM公司机关员工现行绩效考核方案 .................................... 17 3.2.1现行的绩效考核指标体系 .......................................... 17 3.2.2 现行的绩效考核方法 ............................................. 18 3.2.3 绩效考核的实施步骤 ............................................. 18 3.2.4 绩效考核结果的运用 ............................................. 19 3.3 GM公司机关员工绩效考核问题诊断工具设计 ............................ 19 V 3.3.1 调查问卷的设计 ................................................. 19 3.3.2 样本选择与调查实施 ............................................. 20 3.3.3 调查结果分析 ................................................... 20 3.4 员工对现行绩效考核方案的评价分析 ................................... 23 3.5 GM公司现行员工绩效考核方案存在问题的原因分析 ...................... 24 第四章 GM公司机关员工绩效考核方案优化及配套措施 ........................ 25 4.1 绩效考核方案优化思路和原则 ......................................... 25 4.1.1 优化思路 ....................................................... 25 4.1.2 优化原则 ....................................................... 25 4.2 GM公司机关员工绩效考核方法 ........................................ 26 4.2.1 平衡记分卡应用 ................................................... 26 4.3 GM公司机关员工考核指标体系设计 .................................... 27 4.3.1 公司战略分解 ................................................... 27 4.3.2 基于公司年度经营指标的考核指标设置 ............................. 29 4.3.3 指标权重与评价量表设计 ......................................... 30 4.4 GM公司机关员工绩效考核流程 ........................................ 33 4.4.1 确定绩效考核指标内容 ........................................... 33 4.4.2 考核数据的提交 ................................................. 34 4.4.3 考核结果的统计与发布 ........................................... 34 4.4.4 绩效考核面谈 ................................................... 34 4.4.5 绩效考核申诉 ................................................... 34 4.4.6 考核结果运用 ................................................... 34 4.5 GM公司机关员工绩效考核方案配套措施 ................................ 35 4.5.1 成立考核领导小组 ............................................... 35 4.5.2 营