山东ZL环保科技有限公司绩效考核优化策略研究
摘要
每一家公司自创立开始，便踏入了一个生命周期，伴随企业的发展壮大，要依
次经历初创、成长、成熟、稳定等各个阶段。对于成长期的企业而言，肩负着从创
业初期到成熟期之间的转折过渡，决定着企业未来的发展，压力巨大。绩效考核作
为人力资源管理中重要的一环，可以用于指导企业发展实践，对于中小企业这种人
力资源有限、管理层级扁平化的组织而言意义更为巨大。因此，对处于成长期的中
小企业进行正确的引导，对于企业成功与否具有关键意义。针对正处于发展期的中
小企业制定一套具有针对性、可操性的绩效考核方案显得尤为重要。
基于以上所诉背景，本文在对企业绩效考核存在问题进行梳理和剖析的基础上，
以绩效管理基础理论为指导，结合当前最具代表的理论成果，对绩效考核的内涵、
特征、意义进行论述，并对主要概念及常见的工具方法进行整理和说明，为课题研
究奠定了理论研究基础。
其次，结合 ZL公司员工绩效考核的现状，运用层次分析法、文献研究法、问
卷调查法和访谈法分析 ZL公司绩效考核的方案、执行以及结果运用等方面存在的
诸多问题，并对存在这些问题的原因进行深入剖析，有针对性的提出 ZL公司员工
绩效考核体系的优化方向与思路。
最后，综合运用 KPI、BSC等理论方法与工具，以 ZL公司为实证研究对象，
针对公司绩效管理工作中现存的诸多问题提出更加科学合理的绩效考核方案，既有
效解决传统绩效考核方法的各种问题，又进一步提升管理水平，从而完善企业绩效
管理体系，提升其人力资源管理水平。具体来说，主要是完成绩效考核体系的设计
工作，明确考核指标与相应权重，并对考核周期、方式、结果应用等管理制度的具
体内容进行解释说明，以此提升绩效考核制度的激励效果，为企业战略目标的顺利
实现提供有效保障。
关键词：绩效考核考核体系优化成长期中小企业
I

STUDY ON THE OPTIMIZATION OF
PERFORMANCE APPRAISAL SYSTEM OF
COMPANY ZOOMLION
ABSTRACT
Every company has entered a life cycle since it was founded. With the development
of the company, it has to go through the stages of start-up, growth, maturity and stability.
For the growing enterprises, shoulder from the start-up period to the mature period
between the transition, determine the future development of enterprises, great pressure.
Performance appraisal, as an important part of human resource management, can be used
to guide the development of enterprises. It is of great significance to small and
medium-sized enterprises, which have limited human resource and flat management level.
Therefore, it is of great significance to guide the small and medium-sized enterprises in
the growing period whether they succeed or not. It is very important to establish a set of
performance appraisal program with pertinence and maneuverability for the small and
medium-sized enterprises in the developing period.
Based on the above background, this paper sorts out and analyzes the problems
existing in the enterprise performance appraisal, takes the basic theory of performance
management as the guidance, and combines the most representative theoretical
achievements at present, this paper discusses the connotation, characteristics and
significance of performance appraisal, and sorts out and explains the main concepts and
common tools, which lays a theoretical foundation for the research. Secondly, combined
with the current situation of the performance appraisal of Zl Company’s employees, this
paper analyzes the problems existing in the plan, execution and application of the results
of the performance appraisal of ZL company by using the methods of analytic hierarchy
process, literature research, questionnaire investigation and interview, and the reasons for
the existence of these problems in-depth analysis, targeted to the ZL company employee
performance appraisal system optimization direction and ideas.
II

Finally, using the KPI, BSC and other theoretical methods and tools, taking ZL
company as an empirical research object, this paper puts forward a more scientific and
reasonable performance appraisal scheme aiming at the existing problems in the
performance management of the company, it not only effectively solves the problems of
the traditional performance appraisal method, but also further improves the management
level, so as to perfect the Business performance management system and enhance its
human resource management level. Specifically, it is mainly to complete the design work
of the performance appraisal system, make clear the appraisal index and the
corresponding weight, and explain the concrete content of the management system such
as the appraisal cycle, the way, the result application, etc. , to promote the performance
appraisal system incentive effect for the successful realization of corporate strategic
objectives to provide an effective guarantee.
KEY WORDS: performance appraisal performance appraisal system optimization
growing small and medium-sized enterprises
III
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