I 摘要 经济全球化已经成为了必然的趋势，在此背景下行业之间的竞争愈发激烈， 且资源垄断优势逐渐被打破。一部分企业为了在发展中取得竞争优势，开始以绩 效为导向，建立健全绩效考核体系，从而提高企业的经济效率及效益。一般来讲， 企业实现发展目标，形成和巩固企业的核心竞争力的一个重要且必要的途径就是 加强和完善绩效考核与管理。在所有的企业之中，中层管理职位必不可缺，它对 于企业的发展起到了重要推动作用，一方面需要执行上级决策，另一方面则需要 做好与下层员工的对接工作。企业中层管理人员的专业水平将会对企业的运营效 果带来直接影响，这一职位具有较强的特殊性，因此，对于多数酒店企业而言未 形成一套针对中层管理人员的高效绩效考核体系，多数中层管理人员的综合素质 将得不到持续提升，这对于酒店企业的持续发展造成了制约性影响。在此环境中， 酒店企业有必要对自身实际情况进行分析，建立完善有关于中层管理人员的绩效 考核体系，以最优的方式调动中层管理人员的积极性，而这也是进行员工绩效奖 惩、薪资调整等多项工作的基本指导，酒店企业亦可以通过增强管理水平这一途 径来获得良好的经济效益。 本文首先以洛阳X酒店作为研究对象，对酒店中层管理人员绩效考核进行了 系统分析，通过问卷调查发现，X酒店中层管理人员绩效考核中存在缺乏企业战 略指引，考核指标设置不科学，考核操作不够公开透明，缺乏有效的反馈机制等 问题。在此基础上，借鉴国内外先进的绩效考核理念与方法，结合X酒店的发展 现状与基本策略，运用层次分析法制定出了改进的5+1薪酬绩效考核办法，对X 酒店中层管理人员进行绩效考核，从而较好解决了X酒店中层管理人员绩效考核 问题。 关键词：绩效考核；5+1薪酬绩效考核；中层管理人员；层次分析法； 论文类型：应用类 选题来源：其他 ABSTRACT II ABSTRACT Economicglobalizationhasbecomeaninevitabletrend.Inthiscontext,the competitionamongindustriesisbecomingmoreandmorefierce,andthemonopoly advantageofresourcesisgraduallybroken.Inordertogaincompetitiveadvantagein thedevelopment,someenterprisesbegintotakeperformanceastheguide,establishand improvetheperformanceappraisalsystem,soastoimprovetheeconomicefficiency andefficiencyofenterprises.Generallyspeaking,animportantandnecessarywayfor anenterprisetoachieveitsdevelopmentgoalsandformandconsolidateitscore competitivenessistostrengthenandimproveperformanceappraisalandmanagement. Inallenterprises,themiddle-levelmanagementpositionisindispensable.Itplaysan importantroleinpromotingthedevelopmentoftheenterprise.Ontheonehand,itneeds toimplementthedecision-makingofthehigherlevel,ontheotherhand,itneedstodoa goodjobofdockingwiththelowerlevelemployees.Theprofessionallevelof middle-levelmanagerswillhaveadirectimpactontheoperationeffectoftheenterprise. Thispositionhasastrongparticularity.Therefore,formosthotelenterprises,thereisno setofefficientperformanceappraisalsystemformiddle-levelmanagers,andthe comprehensivequalityofmostmiddle-levelmanagerswillnotbecontinuously improved,whichhasresultedinthesustainabledevelopmentofhotelenterprises. Restrictiveimpact.Inthisenvironment,itisnecessaryforhotelenterprisestoanalyze theirownactualsituation,establishandimprovetheperformanceappraisalsystemfor middle-levelmanagers,andmobilizetheenthusiasmofmiddle-levelmanagersinthe bestway,whichisalsothebasicguidanceforemployees'performancerewardsand punishments,salaryadjustmentandotherwork.Hotelenterprisescanalsogetgood resultsbyenhancingmanagementlevel.Goodeconomicbenefits. Firstly,takingLuoyangXHotelastheresearchobject,thispapermakesa systematicanalysisoftheperformanceappraisalofmiddle-levelmanagersinhotels. Throughthequestionnairesurvey,itisfoundthattherearesomeproblemsinthe performanceappraisalofmiddle-levelmanagersinXHotel,suchaslackofstrategic guidance,unscientificappraisalindexsetting,lackofopenandtransparentappraisal operation,andlackofeffectivefeedbackmechanism.Onthisbasis,drawinglessons fromadvancedperformanceappraisalconceptsandmethodsathomeandabroad, combinedwiththedevelopmentstatusandbasicstrategiesofXHotel,theimproved 5+1performanceappraisalmethodisworkedoutbyusingtheanalytichierarchy ABSTRACT III process,andtheperformanceappraisalofmiddle-levelmanagersinXHoteliscarried out,thusbettersolvingtheperformanceappraisalproblemofmiddle-levelmanagersin XHotel. KEYWORDS:Performanceexamine；5+1Performanceexamine；Xhotelgroup； MiddleMana；Analyticalhierarchyprocess; Dissertationtype:Researchclass Subjectsource:Other 目录 V 目录 第一章绪论............................................................................................1 第一节研究背景意义...........................................................................................1 一、研究背景...................................................................................................1 二、研究意义...................................................................................................2 第二节国内外研究现状.......................................................................................3 一、国外研究现状...........................................................................................3 二、国内研究现状...........................................................................................4 三、研究述评...................................................................................................7 第三节研究内容与方法.......................................................................................7 一、研究内容...................................................................................................7 二、研究方法...................................................................................................8 第二章相关理论概述................................................................................9 第一节绩效及绩效考核相关概念界定...............................................................9 一、绩效...........................................................................................................9 二、绩效考核...................................................................................................9 三、绩效考核体系...........................................................................................9 第二节绩效考核特征...........................................................................................9 一、全面性.......................................................................................................9 二、考核结果量化.........................................................................................10 三、考核体系设计趋于科学、合理化.........................................................10 四、考核结果与员工个人利益密切相关.....................................................10 第三节绩效考核原则与内容.............................................................................10 一、绩效考核原则.........................................................................................10 二、绩效考核内容.........................................................................................11 第四节层次分析法.............................................................................................12 一、内容介绍.................................................................................................12 二、基本原理.................................................................................................12 三、计算步骤.................................................................................................12 四、计算方法.................................................................................................15 第三章X酒店中层管理人员绩效考核现状.........................................17 第一节X酒店概况.............................................................................................17 第二节中层管理人员含义.................................................................................17 第三节X酒店中层管理人员绩效考核现状.....................................................19 一、考核方法.................................................................................................19 二、考核目标与内容.....................................................................................19 三、考核流程.................................................................................................21