摘 要
摘 要
新生代员工具有个性鲜明，自我意识高，对组织的归属感不强等特点，他们
对传统的管理思想有着颠覆式的看法，冲击着企业现有的管理方式。R公司是一
家以创新为核心驱动力的科技制造型公司，新生代员工占比较大，随着公司规模
不断壮大原有绩效管理暴露出很多问题，如考核模式单一、考核流于形式、指标
评价不合理等现象，而这些恰好也是新生代员工排斥绩效管理的主要原因，如何
有效的管理新生代员工，让他们保持与组织目标同频，能够在一定的利益驱动下
通过自驱力充分调动工作积极性是管理者们当下面临的主要问题。
本文通过对R公司原绩效管理的基本思路及绩效管理办法的介绍，运用文献
分析法查阅了国内外关于绩效管理相关概念的定义与区分，常用绩效管理工具如
KPI、BSC 在实际应用中存在的问题，还查阅了积分制绩效在人力资源管理中的
应用以及在绩效管理中的探索；运用访谈法分析了 R 公司原绩效管理存在的问
题；研究R公司推行积分制绩效管理的可行性和必要性，详细阐述了积分制绩效
管理的设计目标和设计要点，并将 PDCA 方法运用于积分制绩效管理中，同时运
用案例分析法介绍积分制绩效管理在生产部的具体应用和实施效果，并对实施过
程中发现的不足之处提出改进建议。
这套结合企业特性设计的简单易操作的积分制绩效管理方法，为R公司使用
其他绩效管理方法但难以覆盖到的工作绩效评估维度和无法有效激励人员等绩
效管理难题提供了一种可行的应对方法，同时也给与R公司有相同困惑的其他科
技制造型企业提供了参考借鉴。
关键词：新生代员工；积分制；绩效管理；制造型企业
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Abstract
Research on performance management of R
company based on point system
[Jing Nie]
[MBA]
Directed by [ Li Huang ]
Abstract
New generation employees have a personality is distinct, high self-consciousness,
sense of belonging to the organization is not strong wait for a characteristic, their
perceptions of traditional management thinking has a subversive, hitting the enterprise
existing management style. R company is a manufacturing company of science and
technology innovation as the core driving force, the new generation of bigger, as the
company growing scale of the original performance management has exposed many
problems, such as unitary assessment and examination become a mere formality, index
evaluation unreasonable phenomenon, and these just are the new generation are the
main reasons for the rejection performance management, how the effective
management of the new generation employees, Keeping them in line with the goals of
the organization, and being able to fully mobilize the enthusiasm of work through self-
drive under the drive of certain interests is the main problem facing managers at present.
This article through to the basic idea of R company original performance
management and performance management method, literature analysis, refer to the
definition of the concept of performance management at home and abroad related to
distinguish, commonly used performance management tool such as KPI, BSC in the
problems existing in the practical application, also refer to the system performance in
the application of human resource management and performance management of the
exploration; The problems existing in R company's original performance management
are analyzed by interview method. Study the feasibility and necessity of R company to
implement performance management system, detailed in this paper, the design of the
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Abstract
system performance management objectives and design key points, and the application
of PDCA method to system performance management, at the same time, using the case
analytic method to introduce performance management system in the production of the
specific application and implementation effect, and to implement found deficiencies in
the process of improvement Suggestions are put forward.
The design of enterprise features of simple and easy to operate system
performance management method, using other methods of performance management
for R company but difficult to cover work performance evaluation dimensions and
unable to effectively motivate staff performance management problem provides a
feasible method to cope with the situation, but also give a R company have the same
confusion other manufacturing enterprises of science and technology to provide the
reference.
Keywords: new generation employees;points syste;performance management;
manufacturing enterprise
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