Dissertation Submitted to
Hebei GEO University
for
The Master Degree of
Business Administration
A Research on optimization of performance appraisal system of
H Company
by
Li Yue
Supervisor: Prof. Liu Yun
December 2021
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摘
要
绩效考核利用科学的考核方式评价员工的工作任务完成情况，将考核结果反馈给
员工，从而充分挖掘员工潜能，提升员工工作能力，使企业充分利用人才这一最重要
的资源，在激烈的竞争中拥有不败实力。企业在实现自身战略目标的过程中，要科学
地衡量全体员工的工作绩效，并且依靠绩效考核结果有力调动员工积极性，创造公平
的工作环境。为了实现这一目标，就需要一套公平完善的绩效考核体系。优化设计企
业绩效考核体系，有利于实现企业战略目标，有利于企业未来发展。
H公司是国有制造业企业，本文通过对绩效考核基本理论的综合运用，对H公司
的绩效考核情况进行了较为全面和系统的分析，暴露出H公司将绩效考核当做利益分
配的工具的绩效考核现状，没有与人力资源管理相结合，绩效考核结果没有得到充分
和合理的利用，考核缺乏关键环节，造成整个绩效考核体系不完善，导致考核结果公
平性不强，不能达到较好的激励效果。本文利用文献研究法、案例分析法、访谈法、
调查问卷法，挖掘H公司绩效考核存在的问题并对其存在的问题进行原因分析，针对
性提出了改进思路，为H公司充分调动员工的工作积极性、主动性、创造性，实现公
司战略目标奠定基础，也为国有制造业企业绩效考核体系设计提供思路。
关键词：绩效考核；考核体系；人力资源
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ABSTRACT
The performance appraisal uses the scientific appraisal method to evaluate the
performance of the staff, and feedback the appraisal result to the staff, thus fully excavates
the staff potential, enhances the staff work ability, enterprises to make full use of this most
important resource of talent, in the fierce competition with undefeated strength. In the
process of realizing its strategic goal, enterprises should scientifically measure the work
performance of all employees, and rely on the results of performance appraisal to mobilize
the enthusiasm of employees and create a fair working environment. In order to achieve this
goal, we need a fair and perfect performance appraisal system. The optimal design of the
performance appraisal system is beneficial to the realization of the strategic objectives and
the future development of the enterprise.
H Company is a state-owned manufacturing enterprise. Through the comprehensive
application of the basic theory of performance appraisal, this paper makes a comprehensive
and systematic analysis of H Company’s performance appraisal, it is revealed that the status
quo of performance appraisal of H Company, which regards performance appraisal as a tool
of profit distribution, is not combined with human resource management, the results of
performance appraisal are not fully and reasonably utilized, and the key links of
performance appraisal are lacking, result in the entire performance appraisal system is not
perfect, leading to the assessment results are unfair, and did not achieve a better incentive
effect. By using the methods of literature research, Case Analysis, interview and
questionnaire, this paper excavates the problems existing in the performance appraisal of H
Company and analyzes the reasons for the problems, it lays a foundation for H company to
fully mobilize employee’s work enthusiasm, initiative and creativity, and realize the
company’s strategic goal. It also provides ideas for the design of performance appraisal
system of state-owned manufacturing enterprises.
KEY WORDS：Performance evaluation；Evaluation system；Human resource
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