I 摘要 知识型员工作为现代企业人力资源当中的核心部分，在企业创新发展中发挥着主 体推动作用，因此现代企业的人事管理工作需要依据知识型员工的工作性质特征进行 有效的管理工作，特别是针对知识型员工的绩效管理中目前所存在的绩效管理短视、 忽视知识型员工成长问题急需解决。基于胜任力模型对知识型员工的绩效管理方案设 计对企业提升知识型员工绩效管理效率，提升知识型员工工作满意度，提升工作效率 与增强企业认同感有着重要的作用。 本文研究基于知识型员工、绩效管理等理论基础，梳理了绩效管理理论和胜任力 模型理论，以 C 集团知识型员工绩效管理为研究对象，首先通过对 C 集团的知识型员 工针对当前绩效管理方案的执行与满意度进行调研分析，发现其当前的管理方案仍采 用了相对传统的基于结果产出的短期绩效管理模式。该方式对知识型员工而言存在着 绩效管理针对性不足、忽视员工成长等问题，这些问题导致了 C 集团知识型员工工作 满意度低，工作成果不理想的问题不断出现。其次，提出采用胜任力模型确定知识型 员工绩效管理方案的基本思路，并通过对 C 集团知识型员工工作分析，采用事件访谈 法与专家意见综合法对知识型员工胜任力指标进行选取，构建了 C 集团知识型员工胜 任力模型。再次，在胜任力模型的指导下，本文建设了 C 集团的知识型员工绩效管理 方案，分别从绩效目标制定、绩效考核方法、绩效管理周期和绩效管理结果反馈全流 程实现绩效管理方案的建设，该方案能够有效解决 C 集团现有知识型员工绩效管理问 题，提升绩效管理水平，推动企业发展。最后本文针对研究设计的绩效管理体系，提 出 C 集团基于胜任力模型的知识型员工绩效管理方案实施需要从组织保障建设和制度 保障建设两个方面完善保障措施。 本文研究是针对 C 集团的绩效管理现存问题进行解决的实证性研究，通过基于胜 任力模型的绩效管理体系创新实现对 C 集团绩效管理方案优化，完善绩效管理体系， 保障 C 集团的持续快速发展。 关键词：C 集团；胜任力模型；知识型员工；绩效管理方案ABSTRACT III ABSTRACT As the core part of human resources in modern enterprises, knowledge workers play an important role in the innovation and development of enterprises. Therefore, the personnel management of modern enterprises needs to carry out effective management according to the characteristics of knowledge workers, especially for the short-sighted and neglecting knowledge workers in the performance management of knowledge workers The growth problem needs to be solved. Through the construction of competency model, the design of performance management scheme for knowledge workers based on competency model plays an important role in improving the performance management efficiency, job satisfaction, work efficiency and corporate identity of knowledge workers. Based on the theoretical basis of knowledge workers and performance management, this paper combs the performance management theory and competency model theory, and takes the performance management of knowledge-based employees of C Pharma as the research object. Firstly, through the investigation and analysis of the implementation and satisfaction of the current performance management scheme of the knowledge-based employees of C Pharma, it is found that the current management scheme still adopts the relatively traditional basis The short-term performance management mode in the result output. For knowledge workers, there are some problems such as lack of pertinence of performance management and neglect of staff growth. These problems lead to the problems of low job satisfaction and unsatisfactory work results of knowledge workers in C Pharma. Secondly, the paper puts forward the basic idea of using competency model to determine the performance management scheme of knowledge-based employees. Through the job analysis of knowledge-based employees in C Pharma, the competency indicators of knowledge-based employees are selected by event interview method and expert opinion synthesis method, and the competency model of knowledge-based employees in C Pharma is constructed. Thirdly, under the guidance of competency model, this paper constructs the performance management scheme of knowledge-based employees in C Pharma, and realizes the construction of performance management scheme from the whole process of performance target setting, performance evaluation method, performance management cycle and performance management result feedback. The scheme can effectively solve the performance management problems of knowledge-based employees in C Pharma, and improve the level西北农林科技大学硕士学位论文 IV of performance management, Promote the development of enterprises. Finally, according to the performance management system designed by the research, this paper puts forward that the implementation of the performance management scheme of knowledge-based employees in C Pharma based on competency model needs to improve the guarantee measures from two aspects of organizational security construction and system security construction. This paper is an empirical study to solve the existing problems of performance management in C Pharma. through the innovation of performance management system based on competency model, we can optimize the performance management scheme of C Pharma, improve the performance management system, and ensure the continuous and rapid development of C Pharma. KEY EORDS:“C” Pharma ； Competency model ； Knowledge worker; Performance management Scheme目录 V 目 录 摘要......................................................................................................................................... I ABSTRACT................................................................................................................................................III 第一章 绪论................................................................................................................................................1 1.1 研究背景、目的与意义.............................................................................................1 1.1.1 研究背景...........................................................................................................1 1.1.2 研究目的与意义...............................................................................................2 1.2 国内外研究现状.........................................................................................................2 1.2.1 国外研究现状....................................................................................................3 1.2.2 国内研究现状...................................................................................................4 1.2.3 国内外研究动态评述.......................................................................................6 1.3 研究思路.....................................................................................................................7 1.4 研究方法......................................................................................................................7 第二章 基本概念与相关理论..............................................................................................................10 2.1 基本概念...................................................................................................................10 2.1.1 知识型员工......................................................................................................................10 2.1.2 绩效管理..........................................................................................................................11 2.1.3 胜任力..............................................................................................................................12 2.2 相关理论...................................................................................................................13 2.2.1 人力资本理论................................................................................................................13 2.2.2 胜任力模型理论............................................................................................................14 第三章 C 集团知识型员工绩效管理现状与问题.......................................................................... 18 3.1 C 集团概况..................................................................................................