西北大学学位论文知识产权声明书
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和汇编本学位论文。同时授权中国科学技术信息研究所等机构将本学位论
文收录到《中国学位论文全文数据库》或其它相关数据库。
保密论文待解密后适用本声明。
学位论文作者签名： 指导教师签名：
年 月 日 年 月 日
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西北大学学位论文独创性声明
本人声明：所呈交的学位论文是本人在导师指导下进行的研究工作及
取得的研究成果。据我所知，除了文中特别加以标注和致谢的地方外，本
论文不包含其他人已经发表或撰写过的研究成果，也不包含为获得西北大
学或其它教育机构的学位或证书而使用过的材料。与我一同工作的同志对
本研究所做的任何贡献均已在论文中作了明确的说明并表示谢意。
学位论文作者签名：
年 月 日

摘要
摘要
在全球互联网快速发展的时代，在我国与互联网相关的企业发展成就也举世瞩目。
随着互联网参与者的不断增加，整个互联网市场涌现大量需求，从而促使了我国互联网
的快速扩张。互联网培训教育在此背景下也呈现出步步高升蒸蒸日上的发展趋势，而这
必将促使教育产业出现更高的发展。随着职业教育热潮的到来，IT职业教育的培训机构
数目也日益增长，各个培训机构所要面临的竞争也越来越大。为了在市场上坚固的发展，
教育企业需要加大对绩效管理方面的重视程度，费尽心思来提升员工的工作绩效，从而
在猛烈的竞争下保持地位而不会出局。当下，缺乏绩效管理以及不具有科学性的绩效评
价是 A培训公司所出现的主要问题，若要把人力资源价值发挥最大化则必须要具备合理
而科学的员工绩效，间接提升 A培训机构未来发展规则和战略目标的制定和实现打下良
好有利条件。
本文基于绩效与管理的相关理论，用文献分析法、问卷调查法、访谈法及归纳分析
法等研究，对 A机构目前的管理状况进行了钻研。研究结果发现，A培训企业的公司绩
效管理工作存在以下问题：绩效管理目标的定位不明确、绩效管理的指标制定不合理、
绩效管理与企业沟通不畅，反应不及时。造成这些问题的原因是：不清楚绩效管理概念、
绩效管理人员缺乏岗位的专业度、缺乏有用的绩效管理沟通机制。为了解决这些问题，
需要采取如下对策：深化绩效管理科学认知，明确绩效管理目标、强化绩效管理专业人
才建设，确定科学绩效考核指标、优化绩效管理沟通机制、加强绩效管理沟通效果。本
研究有助于 A 培训公司的绩效管理水平提升，推动 A 培训机构再次发展，同样的也为
同行业竞争机构的绩效管理在方法上提出了可采纳的建议。
关键词：培训企业；绩效的管理；优化
研究类型：
I

西北大学硕士学位论文
Abstract
In the era of rapid global development of the Internet, the development achievements of
Internet-related enterprises in China have attracted worldwide attention. With the increasing
number of Internet participants, a large number of demand has emerged in the Internet market
which promotes the rapid expansion of the Internet in China. In this context, Internet training
and education also show a trend of development, which will promote the higher development
of the education industry. With the arrival of vocational education boom, the number of IT
vocational education and training institutions is also increasing, each training institution has
to face more and more competition. In order to strengthen development in the market, every
education and training institution needs to pay attention to performance management and try
hard to improve the work performance of employees so as not to be eliminated by the market
in the fierce competition. At present, the lack of performance management and scientific
performance assessment are the main problems for A training company. In order for A
company to maximize human resource value, a reasonable and scientific performance index
for employees will be required. This can also indirectly improve training institutions for the
future development of rules and strategic objectives to develop and implement for A
company’s future advantage.
Based on the related theories of performance and management, this paper studied the current
management situation of A institution by literature analysis, questionnaire survey, interview
and inductive analysis. The results of the study found that there are the following problems in
the performance management of A training enterprise: unclear positioning of performance
management objectives, unreasonable establishment of performance management indicators,
poor communication between performance management and the enterprise, and untimely
response. The reasons for these problems are: unclear concept of performance management,
lack of professional performance management personnel, lack of useful performance
management communication mechanism. In order to solve these problems, it is necessary to
take the following countermeasures: deepening the scientific cognition of performance
management, clarifying the objectives of performance management, strengthening the
construction of professional personnel of performance management, determining the scientific
performance assessment indicators, optimizing the communication mechanism of
performance management, and strengthening the communication effect of performance
II
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