摘要
摘要
中小民营企业是我国经济体中的重要组成部分，与其他类型的企业相比，其
内部组织架构简单，投资和经营规模较小，发展周期具有一定的局限性，所以说
中小民营企业竞争优势微弱、生存环境艰难。多数中小民营企业在经营管理中家
族化管理标签十分明显，企业的多数管理决策都以最大经营利润为目标，且没有
建立完整有效的绩效管理制度。本文的研究对象 DZ公司是一家劳动密集型中小
民营企业，通过提出对其绩效管理工作的改进建议，旨在提升员工个人工作效
率，通过个人绩效指标完成的结果累加效应，完成公司绩效指标，提升企业管理
水平和综合竞争力。
本文在对绩效管理的国内外研究现状、相关概念和理论基础梳理的基础上，
通过问卷调查法和访谈法，发现 DZ公司在绩效管理过程中存在的 5个方面的问
题：员工对绩效管理认知有误区、现行绩效管理方案与企业战略脱节、公司现有
考核指标设计不合理、缺乏有效的绩效沟通和反馈以及人力资源管理制度不完
善。最后提出了五点建议：一是树立正确的绩效管理理念，二是完善与公司发展
战略相匹配的绩效管理机制，三是科学设立绩效考核指标，四是做好绩效反馈和
绩效结果的合理应用，五是健全企业内部人力资源管理制度。本研究为应用研
究，根据 DZ公司现行绩效管理方案，对其存在问题展开针对性的探究分析，并
提出了相应的改进意见，这也为其他的同类中小民营企业内部的绩效管理提供有
关经验和启示。
关键词：DZ公司；绩效管理；问题
论文类型：应用类
选题来源：其他
I

ABSTRACT
ABSTRACT
Small and medium-sized private enterprises are an important part of China’s economy.
Compared with other types of enterprises, their internal organizational structure is
relatively simple, their investment and operation scale is small, and their development
cycle has certain limitations. Therefore, small and medium-sized private enterprises
have weak competitive advantages and difficult living environment. Most small and
medium-sized private enterprises have obvious family management label in operation
and management. Most management decisions of enterprises aim at the maximum
operating profit, and there is no complete and effective performance management
system. DZ company, the research object of this paper, is a labor-intensive small and
medium-sized private enterprise. By putting forward suggestions for the improvement
of its performance management, it can improve the personal work efficiency of
employees, complete the company’s performance indicators through the cumulative
effect of the results of personal performance indicators, and improve the enterprise
management level and comprehensive competitiveness.
On the basis of combing the research status, relevant concepts and theoretical basis of
performance management at home and abroad, through questionnaire survey and
interview, this paper finds five problems existing in the process of performance
management of DZ company: employees have misunderstandings about performance
management, disconnection between the current performance management plan and
enterprise strategy, unreasonable design of existing assessment indicators, lack of
effective performance communication and feedback and imperfect enterprise human
resource management system. Finally, puts forward five suggestions: the first is to
establish a correct performance management concept, the second is to improve the
performance management mechanism matching the company’s development strategy,
the third is to scientifically establish performance evaluation indicators, the fourth is to
do a good job in performance feedback and the rational application of performance
results, and the fifth is to improve the internal human resource management system of
the enterprise. This study is an applied research, combined with the current
performance management scheme of DZ company, makes a targeted analysis of its
existing problems, and puts forward corresponding improvement suggestions, which
III

ABSTRACT
also provides relevant experience and enlightenment for the internal performance
management of other small and medium-sized private enterprises.
KEY WORDS: DZ Company；Performance management；Problem
Dissertation type: Application Class
Subject source: Others
IV
。。。以下略