Dissertation Submitted to
Hebei GEO University
for
The Master Degree of
MBA
Research on employee Performance Appraisal System
of BH Company
by
Name of WangXin
Supervisor: Prof. XiaoShien
December 2021

摘要
在企业的市场竞争当中，绩效考核体系起到十分关键的作用，依据企业的发展状
况，为企业设计出一套具有针对性的绩效考核体系，能够为企业指明未来的发展方向，
同时也能够对员工的工作状态以及工作业绩进行一个客观的评价，确保企业的期望和
员工的需求能够达成一致，为员工提供更多的职业规划路径。民营企业遭受诸多自我
限制的因素以及行业环境的影响方面，绩效水平依然处于较低水平，很多民营企业的
绩效体系还未构建，始终不能够最大程度的展现其应有的作用，让企业在通往未来的
路径上困难重重。
本文主要是基于滨河公司为研究对象，通过文献研究法、案例分析法，将定性与
定量分析法结合，同时基于平衡计分卡理论、关键指绩效指标理论，探讨了滨河公司
绩效考核优化的相关问题，再对滨河公司员工绩效考核体系的现状以及所存在的问题
在进行分析的过程中得出，该公司在指标设置方面缺乏科学性、考核程序缺乏严密性、
考核的主体不够全面、考核结果未能得到充分的利用，在对问题阐述的基础上深入分
析所造成问题的原因，对于以上问题，文章提出了滨河公司员工绩效考核的思路和优
化。同时提出滨河公司绩效考核优化的基本原则包含了激励性原则、经济性原则以及
公平性原则三个方面。最后对于滨河公司绩效考核的方案进行了优化，主要有科学制
定指标和权重，不断优化绩效考核的流程，对考核的主体进行完善和扩充，充分利用
绩效考核的结果等。基于本文的研究，为滨河公司及其相关公司的绩效考核水平的提
升，提供一定的借鉴和参考。
关键字：绩效考核；考核指标；考核主体；关键绩效指标
I

Abstract
In the process of enterprise survival and development, performance appraisal system
will undoubtedly play a very important role, according to the actual enterprise development,
design a specific performance evaluation system, not only pointed out the blueprint for the
future development of enterprises, as well as objective evaluation of the employee's effort
and performance assessment basis is provided, the expectations of enterprises and
employees' actual level, the gap between Proposed direction and goals for staff's efforts.
Due to the limitations of various factors and the influence of industry environment, the
overall performance management level of private enterprises is still low. The performance
appraisal system of most private enterprises has not yet formed a complete system and
failed to show its due role to the maximum extent, which makes the enterprises face many
difficulties on the road to corporate vision.
In this paper, BH Company as the research object, comprehensive use of literature
research method, qualitative and quantitative analysis, case analysis and other research
methods, combined with key performance indicators (KPI), balanced scorecard theory and
other basic theories, in-depth study of BH company employee performance appraisal
optimization. Through the analysis of the current situation and existing problems of BH
company's employee performance appraisal system, it is found that there are problems such
as lack of scientific index setting, lack of rigor in the appraisal procedure, lack of
comprehensiveness in the appraisal subject and lack of comprehensiveness in the
application of results. On the basis of expounding the problems, the causes of the problems
are deeply analyzed. According to the above problem, this paper puts forward the BH
company staff performance appraisal system optimization purpose and ideas, and second,
put forward the principle of BH company staff performance appraisal system optimization,
mainly including the principle of fairness, incentive principles and economic principles in
three aspects, finally proposed the BH company staff performance appraisal system
optimization scheme, It mainly includes scientific setting of assessment indicators and
weights, optimization of performance assessment process, enrichment of performance
assessment subjects, comprehensive use of performance assessment results, etc. Through
the research of this paper, it provides reference for the improvement of performance
appraisal level of relevant companies including BH Company.
Key words： Performance appraisal; Assessment index; Assessment subject; Key
Performance Indicators
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