大连理工大学专业学位硕士学位论文
摘
要
GN公司作为数字化转型的可信赖的合作伙伴，正在积极地参与技术创新和商业生
态圈的建设。在后疫情时代，GN公司致力于更好地帮助中国企业进行数字化转型，拥
抱变化，提升全球竞争力。在公司实现企业使命的过程中，GN公司如何能更好地引领
变革创造价值，实现企业战略目标，公司的绩效管理是一个十分重要的环节。
从 2017年开始，GN公司开始全面实施新绩效管理模式——绩效实现，取消了给员
工评价和评定级别，这对于 GN公司来说是具有革命性意义的。在新的绩效管理模式中，
有三个阶段，其中第一阶段的四部分内容是 GN公司新绩效管理模式的核心内容，这四
部分内容分别是：关注员工，关注团队，采取行动去成长，保持持续性谈话。同时，GN
公司为每一位员工提供一份在线问卷，以更好地帮助员工识别自己的优势，让员工和团
队可以持续的有高绩效表现，帮助员工和团队从“管理绩效”到“实现绩效”。在实施
的前三年里，员工在运用新的绩效管理内容上遇到了一些问题。本文通过运用案例分析
法，对发生在 GN公司员工绩效管理典型案例事件中发现问题，运用绩效管理等相关理
论进行问题分析，进而有针对性地提出了有效的对策与建议，解决在 GN公司发生的员
工绩效管理的实际问题。
论文首先对 GN公司进行了背景介绍，对 GN公司绩效管理现状加以说明，通过发
生在 GN公司的典型案例描述，较为客观地识别出 GN公司员工在实施绩效管理存在的
问题：一线团队管理者对新实施的绩效管理不重视，员工设置绩效目标不明确，团队主
管在绩效面谈中的沟通方式不顺畅；其次，对于案例中存在的问题进行了相应的成因分
析：团队管理者的绩效管理观念淡漠，员工设置绩效目标的能力水平不足，绩效面谈的
沟通方式需要改进；最后，结合 GN公司的实际情况和日常工作管理，有针对性地提出
对策和建议：强化绩效管理的观念，完善绩效目标设置体系，加强绩效面谈的系统性培
训，提出相关保障措施。笔者希望通过本论文，可以更好地提升 GN公司员工绩效管理
水平，更好地发挥员工优势，提高员工敬业度，更好地实现团队目标和公司战略目标。
在实施新的绩效管理内容之后，GN的员工管理和公司运营并没有走向下坡路，反
而大大释放了员工的激情和活力，尤其面对激烈的市场竞争和 2020年新冠疫情，GN公
司全体员工上下一心，安然度过，同时也获得了更多的业务增长，这为更多的中国企业
和组织的员工绩效管理提供了借鉴与参考。希望中国有更多的企业尝试取消末位淘汰制，
从管理员工绩效到帮助员工实现绩效，更好地尊重人才，提升企业竞争力。
关键词：绩效管理；绩效实现；GN公司
- I -

GN公司员工绩效管理案例研究
Case Research on Employee Performance Management of GN Enterprise
Abstract
GN enterprise, as a trusted business partner for digital transformation, GN enterprise
which is actively participating in technology innovation and business ecosystems construction.
GN enterprise is devoting to helping Chinese enterprises to embrace digital transformation in a
better way, enhance global competitiveness to succeed in the post pandemic period. In the
process of realizing the vision of GN enterprise, how there be better to lead the change to create
value, how to achieve the strategic goal of the enterprise, performance management is definitely
playing an important role with it.
Since 2017, GN enterprise has started to implement the new performance management
model-Performance Achievement, which abolished rating and ranking on employees, it’s a
revolutionary of performance management in GN enterprise. There’re three steps in the
performance achievement which there’re four parts in the first step, it’s at the core of
performance achievement, they are: focus on individual, focus on team, take action to grow,
keep on-going meaningful conversation. At the same time, GN enterprise provides one online
questionnaire for each employee, in order to help identify employee’s strength, to keep high
performance with individual and teams, totally help realize from “performance management”
to “performance achievement” for employees and teams. In the first three years, there’re some
problems for employees by implementing new performance management model. Through the
case analysis method in this thesis, we identified the problems from the typical cases of
performance achievement, analyzed the problems by the theories of performance management,
and then solved these problems by providing effective solutions accordingly.
Firstly, this thesis provides general introduction of GN enterprise itself and performance
management in GN. According to typical cases description in GN, it reflects the current
problems of performance management in an objective way: we found some team managers
neglected new performance management implementation; some employees have not yet set
specific performance objectives; the performance review conversation is not keeping smoothly
between some team leaders and their employees. Secondly, the author conducted the cause
analysis: team managers had negative attitude of performance management; it needs to be
improved the capability of employees on setting performance objectives; there’re not enough
capability in performance review conversation from some team leaders. Thirdly, based on the
current situation in GN enterprise, it provides solutions and advisories in this thesis accordingly:
strengthen the concept of performance management; improve the performance objective setting;
- II -

大连理工大学专业学位硕士学位论文
provide the full cycle of performance management training and then provide safeguard measure.
The author expects to improve the implement capability of employee performance management,
to focus on employee strength more, to enhance employee engagement, to deliver high
performance and realize company targets in a better way.
After implementing performance achievement without rating and ranking, there’s no going
downhill on employee management and enterprise operation, however, performance
achievement unlocked the passion and energy of employees. GN employees worked together
to survive with gaining more business growth especially in the competitive marketplace and
Covid-19 pandemic period. From the point of view in this thesis, it provides the examples and
references based on the employee performance management for more enterprises and
organizations in China. The author expects more and more Chinese enterprises abolishes rating
and ranking on employees with performance achievement, to respect employees in a better way
so as to enhance enterprise competitiveness.
Key Words：Performance Management; Performance Achievement; GN Enterprise
- III -
。。。以下略