ET公司绩效考核体系优化研究
摘要
随着国内经济体制的改革、新一轮产业变革和科技革命以及“一带一路”的
高质量发展给企业发展提供了新发展机遇，同时，有些国家的“逆全球化”行为、
全球新冠肺炎疫情的不确定性等也给企业发展提出了重大挑战。在“十四五”新
时期，消费品工业要实现高质量发展，应以“创新驱动”发展为突破口，加快推
动满足新消费需求的产品、服务的研发与应用；以新业态新模式为引领，加快线
上线下融合发展。越来越多的企业意识到人才乃是实现突破、抓住机遇、创造效
益的根本，绩效考核作为人力资源管理的重要部分，不仅能帮企业识别人才，还
能促进员工提高工作能力和工作业绩，有效完成企业发展目标。实施科学有效的
绩效考核对企业当下发展尤为重要。ET公司作为一家消费品制造公司，面对机遇
和挑战，ET公司迫切需要重视提升人力资源管理，优化绩效考核、关注绩效改进，
通过不断自我提升，实现以优质产品和服务为根本、以科技和产品创新为驱动力
的企业新发展目标。
本文以ET公司为研究案例，通过对绩效考核国内外文献的整理以及理论知
识的学习，根据ET公司的发展现状，在公司内部开展绩效考核调查和访谈，分
析公司绩效考核的问题和原因。采用平衡计分卡、关键绩效指标法、360度考核
法，结合公司的发展战略规划，在公司层级、部门层级、员工层级的考核指标和
评价标准，绩效考核宣传和培训，绩效考核沟通和反馈，绩效考核结果应用等方
面提出优化举措。最后提出了优化实施的保障措施，以推进绩效考核优化实施。
本文为ET公司更好的开展绩效考核提供了优化方案，在提高公司绩效考核
管理能力的同时，也为公司实现战略发展目标提供了绩效保障。
关键词：绩效考核平衡计分卡关键绩效指标法 360考核法
III

STUDY ON THE OPTIMIZATION OF
PERFORMANCE APPRAISAL SYSTEM
OF COMPANY ET
ABSTRACT
As the reform of the domestic economic system, a new round of industrial
transformation and technological revolution, as well as the high-quality development
of the Belt and Road Initiative have provided new opportunities for the development of
enterprises. At the same time, the "anti-globalization" behavior of some countries and
the uncertainties of the global COVID-19 pandemic have also posed major challenges
to the development of enterprises. In the new period of the 14th Five-year Plan, to
achieve
high-quality development,
consumer
goods
industry
should take
"innovation-driven" development as a breakthrough, accelerate the development and
application of products and services to meet new consumer demand; We will accelerate
the integrated development of online and offline businesses, guided by new forms and
models of business. However, many enterprises still rely on low technology to carry
out traditional scale production, scientific research and development lack of
independent innovation ability. The technological content of products and services is
not high, and there is a big gap with the world advanced level. More and more
enterprises have realized that talent is the fundamental to achieve breakthroughs, seize
opportunities and create benefits. Performance appraisal, as an important part of
human resource management, can not only help enterprises identify talents, but also
promote employees to improve their work ability and performance, and effectively
achieve enterprise development goals. Therefore, enterprises have realized that the
implementation of scientific and effective performance appraisal is particularly
IV

important for the current development. As a consumer goods manufacturing company,
ET Company, facing opportunities and challenges, should attach importance to
improving human resource management, optimizing performance assessment and
paying attention to performance improvement. Through continuous self-improvement,
ET Company can realize its new development goal of taking high-quality products and
services as the foundation and technology and product innovation as the driving force.
This paper takes ET Company as a case study, carries out performance appraisal
investigation and interview in the company according to the development status of ET
Company and analyzes the problems and causes of the company's performance
appraisal through sorting out domestic and foreign literature on performance appraisal
and learning theoretical knowledge. Use balanced scorecard, key performance
indicator method and 360 degree assessment method to analyze the company's
development strategy planning, and propose optimization measures in performance
assessment indicators and standards, performance assessment publicity and training,
performance assessment communication and feedback, and application of performance
assessment results. Put forward the assessment index and evaluation standard of
company, department and employee level. Finally, the safeguard measures for
optimization implementation are developed to ensure that optimization can be
implemented. It provides an optimization plan for ET company to better carry out
performance appraisal, improves the company's performance appraisal management
ability, and provides performance guarantee for the company to achieve strategic
development goals.
KEY WORDS:
performance appraisal Balanced Scorecard key performance
indicator method 360method
V
。。。以下略