I 摘要 随着工业4.0的到来，商业环境和人力资源的关系发生了深刻的变化，企业要在 复杂的市场环境中保持竞争力，不仅要有自身的核心产品和核心技术，人力资源管 理是核心关键，而绩效考核是其中重要的一环。 在新市场环境下，以OKR为代表的具备现代企业管理思维的新型绩效考核方式 进入人们的视野并逐渐在不同类型的企业应用，受到来自理论界和实务界的关注。 和之前被广泛运用的绩效考核模式不同，OKR模式下的绩效考核，并不是以考核指 标来控制和监督员工，而是通过自上而下和自下而上的战略目标透明化，引导部门 和个人根据企业战略统一方向，制定挑战性的部门和个人目标、设置关键成果、制 定行动计划，引导员工与企业同频，积极主动参与创造价值，提高企业整体业绩的 达成效率。 本文基于绩效考核以及OKR相关理论，以近年来逐渐步入规模化、规范化管理 的教育培训行业中的地方龙头企业D教育培训集团作为研究对象。为助力D教育培 训集团顺利实现战略目标，用更高效的绩效考核方式，提升教师队伍的凝聚力和团 队作战能力，通过问卷调查、员工访谈、高管访谈等方法进行研究，并在此基础上 总结出D教育培训集团现有教师绩效考核体系中存在的问题，分析产生这些问题的 原因，结合企业实际，将OKR模式引入到D教育培训集团教师绩效考核体系。 一方面，从D教育培训集团引入OKR绩效考核的可行性和必要性进行了论证， 另一方面，从绩效考核的规划、实施、评估、反馈等各个环节，对D教育培训集团 教师绩效考核的方式方法进行了优化，确保OKR引入D教育培训集团的可执行性； 另外还分析了D教育培训集团引入OKR的企业文化环境、制度层面的实施保障，最 终助力D教育培训集团完善教师绩效考核体系，使绩效考核在企业发展中发挥更好 的作用。 本文的创新之处在于选择了当前体量发展增速明显、但行业发展历史并不长、 相关管理研究还比较少的教育培训行业为背景，以现实的企业案例为依托进行研究。 在丰富行业性绩效考核研究领域实践案例的同时，为同类型行业或同类型企业，提 供创新性绩效考核方式的新思路和新参考。 关键词：教育培训行业;绩效考核;OKR Abstract III Abstract Withtheadventofindustry4.0,Therelationshipbetweenbusinessenvironmentand humanresourceshasundergoneprofoundchanges.Tomaintaincompetitivenessina complexmarketenvironment,enterprisesneednotonlytheirowncoreproductsand technologies,butalsohumanresourcemanagementKey,andperformanceappraisalisan importantpartofit. Inthenewmarketenvironment,OKR,astherepresentativeofthenewperformance appraisalmethodwithmodernenterprisemanagementthinking,hasenteredpeople's visionandgraduallyappliedindifferenttypesofenterprises,whichhasattractedattention fromthetheoreticalandpracticalcircles.Differentfromthepreviouswidelyused performanceappraisalmode,theperformanceappraisalunderOKRmodeisnottocontrol andsuperviseemployeeswithappraisalindicators,buttoguidedepartmentsand individualstoformulatechallengingdepartmentandindividualobjectives,setkey achievements,formulateactionplansandguidepersonnelaccordingtotheunified directionofenterprisestrategythroughthetop-downandbottom-upstrategicgoal transparencyIndustryandenterprisesharethesamefrequency,activelyparticipatein creatingvalue,andimprovetheefficiencyoftheoverallperformanceoftheenterprise. BasedonthetheoryofperformanceappraisalandOKR,thispapertakesDeducation andtraininggroup,alocalleadingenterpriseintheeducationandtrainingindustry,asthe researchobject.InordertohelpDeducationandtraininggroupsuccessfullyachieveits strategicobjectives,improvethecohesionandcombatabilityoftheteachersteamwith moreefficientperformanceappraisalmethods,thispaperconductsresearchthrough questionnairesurvey,employeeinterview,executiveinterviewandothermethods,andon thisbasis,summarizestheexistingproblemsintheexistingteacherperformanceappraisal systemofDeducationandtraininggroup,andanalyzesthecausesoftheseproblemsIn combinationwiththeactualsituationoftheenterprise,OKRmodeisintroducedintothe teacherperformanceappraisalsystemofDeducationandtraininggroup. Ontheonehand,itdemonstratesthefeasibilityandnecessityofintroducingOKR performanceappraisalintoDeducationandtraininggroup.Ontheotherhand,itoptimizes thewayandmethodofteachers'performanceappraisalinDeducationandtraininggroup fromtheaspectsofplanning,implementation,evaluationandfeedbackofperformance 重庆理工大学硕士学位论文 IV appraisal,soastoensuretheenforceabilityofintroducingOKRintoDeducationand traininggroup.Inaddition,itanalyzestheintroductionofDeducationandtraininggroup OKR'scorporatecultureenvironmentandsystemlevelimplementationguaranteewill ultimatelyhelpDeducationandtraininggroupimprovetheteacherperformanceappraisal system,sothattheperformanceappraisalcanplayabetterroleintheenterprise development. Theinnovationofthispaperistoselecttheeducationandtrainingindustry,which hasanobviousgrowthrateofthecurrentvolumedevelopment,buttheindustry developmenthistoryisnotlong,andtherelevantmanagementresearchisrelativelysmall, asthebackground,andtostudybasedontheactualenterprisecases.Atthesametimeof enrichingpracticalcasesinthefieldofindustrialperformanceappraisal,itprovidesnew ideasandnewreferencesforthesameindustryorthesametypeofenterprises. Keywords:Educationandtrainingindustry，PerformanceAppraisal，OKR。 目录 V 目录 摘要....................................................................................................................I Abstract........................................................................................................III 第1章绪论......................................................................................................1 1.1选题背景及意义....................................................................................................1 1.1.1选题背景.........................................................................................................................1 1.1.2研究意义.........................................................................................................................2 1.2国内外研究综述....................................................................................................3 1.2.1国外对绩效考核研究的历程及现状..............................................................................3 1.2.2国内对绩效考核研究的历程及现状..............................................................................4 1.2.3研究文献述评.................................................................................................................5 1.3研究方法及内容....................................................................................................6 1.3.1研究方法.........................................................................................................................6 1.3.2研究内容.........................................................................................................................6 1.4研究思路及技术路线............................................................................................7 第2章绩效考核的理论基础.........................................................................9 2.1相关概念................................................................................................................9 2.1.1绩效.................................................................................................................................9 2.1.2绩效考核.........................................................................................................................9 2.1.3绩效考核工具和方法.....................................................................................................9 2.2OKR理论...............................................................................................................11 2.2.1OKR的内涵及特点........................................................................................................11 2.2.2OKR的创建实施流程...................................................................................................12 第3章D教育培训集团教师绩效考核现状及问题分析...........................15 3.1案例背景..............................................................................................................15 3.1.1D教育培训集团概况....................................................................................................15 3.1.2案例资料的获取..............................................................................