Dissertation Submitted to
Hebei GEO University
for
The Master Degree of
Business Administration
RESEARCH ON THE OPTIMIZATION OF EMPLOYEE
PERFORMANCE APPRAISAL
by
Name of Jiexuan Zhu
Supervisor: Prof. Ye Chen
December 2021

摘要
当前，全球经济压力较大，疫情突发因素使得我国的经济形势更为复杂，经济运
行中不稳定性和不确定性日趋增大，国际竞争也日渐激烈。这就要求企业顺应经济发
展趋势，加强管理，不断提高公司营运能力与竞争力，而核心竞争力中人力资源的竞
争尤为重要。
为了使企业较好的达成经营业绩，很多企业根据公司发展战略，引入并设计自己
的绩效考核体系，将公司战略发展目标分解为部门目标，进而与员工工作相关联。
最后实现公司的发展与员工个人成长相结合的良好局面。绩效考核若能发挥出最大效
用，便可为公司营造良好的组织环境，有效的发挥团队精神，提升个人能力及工作效
率，推动整体人力工作的有效开展。
作者在研究了国内外绩效考核相关理论后，结合Y公司实际情况、现行绩效考核
情况，再通过深入访谈剖析出其绩效考核存在的问题，以及出现问题的成因，第二，
通过平衡计分卡就Y公司战略目标通过财务指标维度、客户维护、内部流程维度、学
习与成长维度将战略指标层层分解，再通过关键指标选取法，优化构建出Y公司的新
的绩效考核体系。通过考核过程实施监督和控制，考核结果的应用等全方面改进，实
现Y公司绩效考核的有效运行。通过以上的研究，为包括Y公司绩效考核问题的解决
和优化作出参照和依据。
关键词：Y公司；绩效考核优化；关键绩效指标；平衡计分卡
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ABSTRACT
At present, the economy is under great downward pressure, and sudden factors such as
the epidemic have made china's economic situation more complicated. The instability and
uncertainty in the economic operationare increasing, and the international competition is
becoming increasingly fierce. This requires enterprises to conform to the trend of economic
development, strengthen management, and constantly improve the company's operating
capacity and competitiveness, and the core competitiveness of human resources
competition is particularly important.
In order to achieve better business performance, many enterprises introduce and
design their own performance appraisal system according to the development strategy of
the company. The company's strategic development goals are divided into departmental
goals, which are then related to employees' work. Finally, the company's development is
combined with employees' personal growth If performance appraisal can give full play to
its maximum effectiveness, it can create a good organizational environment for the
company, effectively play the team spirit, improve personal ability and work efficiency, and
promote the effective development of the overall human work.
The author studied the performance evaluation related theory at home and abroad, in
combination with the practical situation of company Y The current performance appraisal
situation, again through in-depth interviews to the problems of performance appraisal, and
the cause of the problem, second, through the balanced scorecard is Y company strategic
goals through the financial indicators dimension customer maintenance internal process
dimension In the dimension of learning and growth, the strategic indicators are decomposed
layer by layer, and then the new performance appraisal system of Y company is optimized
and constructed through the method of selecting key indicators. The effective operation of
Y Company's performance appraisal is realized through the supervision and control of the
appraisal process and the application of the appraisal results Through the above research,
reference and basis are made for solving and optimizing the performance appraisal
problems of Y company.
KEYWORDS:Y company；employee；KPI;optimization
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