分类号 密级
U D C 学校代码 10689
硕士学位论文
OKR 工作法在K 健身房教练部绩效管理中
的应用研究
Research on the application of OKR in the performance
management of K gym coaching department
姓名： 李 畅
导师（职称）： 谢立新（副教授）
申 请 学 位 类别： 专业硕士
专业： 工商管理
研 究 方 向：人力资源管理
学院（中心、所）： 商学院
论文完成时间：2022 年 12 月 12 日学位论文原创性声明
本人郑重声明：所呈交的学位论文，是本人在导师的指导下，独
立进行研究工作所取得的成果。除文中已经注明引用的内容外，本论
文不含任何其他个人或集体已经发表或撰写过的作品成果。对本文的
研究做出重要贡献的个人和集体，均已在文中以明确方式标明。本人
完全意识到本声明的法律结果由本人承担。
学位论文作者签名：日期：2022 年 12 月 12 日
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日期：2022 年 12 月 12 日 日期：2022 年 12 月 12 日 摘要
摘要
OKR 工作法，最早来源于管理学大师彼得·德鲁克的目标管理理论，之后由
英特尔公司总裁安迪·葛鲁夫提出的“高产出管理”概念发展起来，是一套以目标
为导向的绩效管理方法。近十年左右，在Google、Twitter、the Face Book 等知名
国外企业，以及知乎、字节跳动等国内企业得到迅速推广和应用，其聚焦重要目
标、富有挑战性、互动性强、时效性强的特点，为绩效管理赋予了新的思路。许
多互联网企业、知识服务型企业、对团队协作要求高的组织开始关注、学习并运
用这套工作法来提升绩效管理水平。但在理论的实际运用中，许多企业遇到了重
重困难，只能在实践和探索中不断完善。本文中的K 健身房就是由于公司在遇
到发展瓶颈期时，希望尝试用这套方法优化绩效管理的一家综合型健身房。
为了使研究简明、精准化，本文的研究对象设定为K 健身房中的教练部。
笔者在对 OKR 工作法进行文献研究的基础上，通过实地访谈的方式，收集教练
部绩效管理方面的相关资料，了解其原有绩效管理情况，并查找存在问题、分析
原因，此后，引入 OKR 工作法，结合公司发展目标、经营情况、人员等具体情
况，针对原绩效管理中存在的问题，契合绩效管理的计划、沟通、考核、反馈 4
个环节，设计了一个季度的OKR 绩效管理周期，制定公司、团队、个人3 个层
级的 OKR，并在教练部推动试行。通过观察 OKR 的实施效果，笔者发现，设定
的重点目标O 对员工有很好的激励效果，关键结果KR 总体达成情况较好，员
工的表现和整个部门该季度的业绩水平提升明显，OKR工作法对强化教练部绩
效管理、提升绩效水平确实有较好的辅助作用，当然，在试行过程中也存在目标
分解不够聚焦、沟通不充分、实施跟进不到位等问题。笔者针对试行情况提出了
下一步利用OKR 工作法优化绩效管理工作的建议，以期对提升该健身房私人教
练工作效率和整体工作效能、达到新的绩效水平、挑战更高目标有所帮助，并期
望研究对同类型综合健身房的绩效管理有借鉴意义。
关键词：OKR工作法，绩效管理，健身房教练部。
IABSTRACT
ABSTRACT
OKR working method originated from the management by objectives theory of
Peter Drucker, a master of management, and then developed from the concept of
"high output management" proposed by Andy Grove, President of Intel Corporation.
It is a set of performance management methods oriented by objectives. In the past
decade or so, it has been rapidly promoted and applied in well-known foreign
enterprises such as LinkedIn, twitter, the face book, and domestic enterprises such as
Zhihu and ByteDance. Its characteristics of focusing on important goals, challenging,
interactive and timeliness have given new ideas to performance management. Many
Internet enterprises, knowledge service enterprises and organizations with high
requirements for team cooperation have begun to pay attention to learning and use
this set of work methods to improve performance management. However, in the
practical application of the theory, many enterprises have encountered many
difficulties, which can only be continuously improved in practice and exploration. The
K gym in this article is a comprehensive gym that hopes to use this method to
optimize performance management when it encounters a development bottleneck.
In order to make the research concise and accurate, the research object of this
paper is set as the coach department in K gym. On the basis of literature research on
the OKR working method, the author collected relevant information on the
performance management of the coaching department through field interviews,
understood its original performance management situation, found out the existing
problems and analyzed the reasons. After that, the author introduced the OKR
working method, combined with the company;s development objectives, business
conditions, personnel and other specific conditions, designed a quarterly OKR
performance management cycle for the problems existing in the original performance
management, developed OKR at three levels of company, team and individual, and
promote Trial Implementation in the coaching department. By observing the
IIABSTRACT
implementation effect of OKR, the author found that the key objective O set has a
good incentive effect on employees, the key results of KR are generally achieved well,
the performance of employees and the performance level of the whole department in
this quarter exceed expectations, and the OKR work method does have a certain
incentive effect on strengthening the performance management of the coaching
department and improving the performance level. Of course, during the trial process,
there are also problems such as insufficient focus on goal decomposition, insufficient
communication Implementation and follow-up are not in place. In view of the trial
situation, the author puts forward suggestions on how to optimize the performance
management by using OKR work method in the next step, with a view to improving
the personal trainer;s work efficiency and overall work efficiency of the gym, reaching
a new performance level and challenging higher goals, and expects to have reference
significance for the performance management of the same type of comprehensive
gym.
Key words: OKR working method, performance management, gym coaching
department.
III