摘要
摘 要
人才是企业发展最宝贵的资源，人力资源最核心的部分是绩效管理，其存
在并贯穿于企业管理的整个过程，只有实行科学的绩效管理才能保障企业的战
略规划和目标的实现。进一步提升企业管理水平和整体竞争力，需要从理论与
实践相结合的角度来研究绩效管理体系在企业中的运用，重点要做好以下五个
方面的工作：一是怎样将绩效管理办法和企业的发展运行有效地结合在一起并
取得成效；二是要怎样设计出适应企业发展需要的科学实用的关键的绩效指标；
三是做绩效评价时，评价者怎样保证自己不带主观意图，做到不偏不倚；四是
如何保障绩效评价的结果被员工接受；五是如何将绩效结果合理运用在企业管
理方面。
本文是通过对公司现绩效考核的状况进行研究，分析出当前 A公司在绩效
管理方面存在的问题，然后结合绩效管理的相关理论和实践经验，尝试寻找出
促使公司绩效科学管理的优化方案，帮助 A公司无论是从认识层面还是到具体
措施的采用和落地运行等方面，所建立的绩效管理体系是符合 A公司发展需要
的。通过提出以建立激励为核心的绩效管控体系，考核和激励并重，进而对绩
效管理的模式进一步优化。从对绩效管理达成共识、制度的优化设计、指标的
提取、宣贯与辅导、阳光文化等方面对 A公司进行绩效体系优化研究，最终提
高 A公司的绩效管理水平。
本文通过运用绩效管理领域的经典理论对 A公司的绩效管理指标和管理流
程进行优化，进一步分析出绩效管理所存在的问题并就问题提出优化的方案，
进而使员工工作的满意度得到提升，公司的绩效管理水平得到较大幅度的提高，
公司管理更加有序，核心竞争力明显增强，公司的战略目标得到实现，并能为
类似 A公司的中小型企业的绩效管理提供参考和借鉴。
关键词：绩效管理；绩效指标；流程优化
I

华侨大学硕士学位论文
Abstract
Talent is the most precious resource for the development of an enterprise. The core
part of human resources is performance management, which exists and runs through
the whole process of enterprise management, only the implementation of scientific
performance management can ensure the realization of strategic planning and
objectives of enterprises. To further improve the level of enterprise management and
overall competitiveness, it is necessary to study the application of performance
management system in enterprises from the perspective of combining theory with
practice, key to do the following five areas of work: first, how to effectively combine
the performance management approach and enterprise development and operation
together and achieve results; The second is how to design the scientific and practical
key performance indicators to meet the needs of enterprise development. The third is
how to ensure that the evaluator does not have subjective intention, to be impartial;
Fourth, how to ensure that the results of performance evaluation is accepted by the
staff; fifth, how to apply the results of performance reasonably in the enterprise
management.
This article is through to the company present performance appraisal condition
carries on the research, the analysis present company a in the performance
management aspect existence question, then unifies the performance management
related theory and the practical experience, try to find out the optimal scheme to
promote the scientific management of company performance, and help company A to
adopt and operate the specific measures, the established performance management
system is in line with the development needs of a company. This paper puts forward a
performance management system with incentive as the core, and pays equal attention
to both evaluation and incentive, so as to optimize the performance management
mode. In order to improve the performance management level of a company, the
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