摘要
摘要
S公司是一家以电子产品销售为主营业务的外资企业。成立之初，S公司在
市场份额、知名度、经营管理等方面均居业内前列。然而，由于中国政府对外资
企业的政策调整，国内企业的快速发展及国际政治关系的改变，S公司的生存压
力与日俱增。除了外部环境影响，企业内部管理未随环境变化而变化，导致组织
效率低下、员工态度消极等问题的出现。S公司的基层管理人员作为战略计划的
执行人和终端决策的制定人，其工作业绩的好坏将直接影响到一线销售员工的工
作状态和终端市场的经营质量。因此，建立一套完善、有效的基层管理人员的绩
效考核方案，对 S公司的发展具有重要的现实意义。
本文以 S公司基层管理人员为对象，研究其现阶段考核方案存在的问题。首
先，通过参考国内外有关绩效考核的相关文献来确定绩效考核调研方式、方法和
内容，以保证研究的有效性。其次用问卷调查法对 S公司绩效考核方案进行了分
析，发现 S公司基层管理人员的绩效考核维度单一、业绩导向过重、考核指标设
计简单、绩效反馈形式主义、考核结果运用不充分等问题。然后，针对 S公司绩
效评价中的问题，灵活运用相应的理论与工具，明确 S公司的绩效考核优化的设
计思路、目标及原则，在此基础上梳理岗位职责，通过 KRIF模型设计考核指标，
再利用专家调查法，确定各项评价指标的权重，制定评价结果及运用方案，最后
提出绩效考核的保障措施。确保 S公司改善后的基层管理者绩效考核方案更加科
学合理、更具操作性，也可以为类似 S公司的外资企业提供一定的参考价值。
关键词：基层管理人员、绩效考核、KRIF
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Abstract
ABSTRACT
S company is a foreign invested electronic products sales enterprise. At the
beginning of its establishment, S Company had sound background in the industry，
especially in market share, popularity, operation and management. However, due to
the policy adjustment of the Chinese government on foreign-funded enterprises, the
rapid development of domestic enterprises and the change of international political
relations, S Company's survival pressure is increasing day by day. Except for the
impact of the external environment, the internal management of the enterprise also
contributes to the issue. The internal management stay unchanged，regardless of the
change of the environment, resulting in problems such as low organizational
efficiency and lax personnel attitude of employees and other problems. The
grass-roots managers of S company are not only the executors of the company's
strategic plans, but also the makers of terminal policies. Their work performance will
directly affect the working status of front-line sales staff and the operation quality of
the terminal market. Therefore, it is of great practical significance to establish a
comprehensive and efficient performance appraisal scheme for grass-roots
management staff for the development of S Company.
This document takes S company as an example. What's more，it also regards the
grass-roots managers as the research object. Firstly, the method, method and content
of performance assessment research are determined by referring to relevant domestic
and foreign literature on performance assessment to ensure the effectiveness of the
research. Secondly, the questionnaire survey method is used to analyze the problems
and defects of S company's current performance appraisal program, including: single
dimension of performance appraisal, excessive performance orientation, simple
design of assessment indicators, formalism of performance feedback, inadequate use
of assessment results, etc. Then in view of the problems existing in the company S
performance appraisal, flexible use of related theories and tools, clear company S
II

Abstract
performance appraisal optimization design ideas, objectives and principles, on the
basis of combing responsibility, through KRIF model design appraisal index, using
expert investigation method to determine the weight of each index, and make the
assessment results of using the scheme, Finally put forward the performance appraisal
safeguard measures. To ensure that S Company's improved performance appraisal
program for grass-roots managers is more scientific, reasonable and operational, it can
also provide certain reference for foreign enterprises similar to S Company.
Key words: Grassroots managers, performance appraisal, KRIF
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