摘要
绩效管理作为人力资源管理体系重要组成部分，与企业人力资本效能的提升有着密切的关系。
随着企业内外部环境的复杂多变，绩效管理的创新与变革成为当今企业管理研究关注的重要领域。
在这种背景下，实践界包括 IBM、Adobe、德勤和通用电气等国际公司都摒弃了传统绩效管理中年
度绩效考评、强制性分布等考核方式，立足人企共同成长和发展的总目标，探索性实践应用敏捷绩
效管理思想理念，取得了明显的成功。然而在学术界对敏捷绩效管理的研究相对比较滞后，包括对
它的定义概念，内容构成，如何去评价这些方面的研究相对薄弱。所以探索性的研究敏捷绩效管理
体系，包括其内涵、构成要素、评价方法、以及评价指标体系，既能够帮助指导企业实践，又充实
了绩效管理的理论研究成果，进一步拓宽了绩效管理的研究边界。
基于此，研究在系统梳理敏捷绩效管理的实践与理论的基础上，通过文献分析法、案例分析法
和专家意见，总结出敏捷绩效管理特征，并对其概念进行构念，识别和提取其构成要素（包括目标
与期望、持续实时反馈、综合绩效评估、成长与发展，以及人企共赢 5个方面），建立了敏捷绩效
管理评价结构模型。接着，在指标体系构建的基础上，对其评价方法和评价策略加以设计，运用问
卷调查、数理统计分析等方法对所构建的指标体系的信度和效度加以检验，进一步优化指标体系结
构，最终确定敏捷绩效管理评价指标体系，包括 5个一级指标，10个二级指标，29个三级指标。然
后，选取信息传输、软件和信息技术服务行业中的上市企业，对其敏捷绩效管理表现开展应用评价，
运用层次分析法（AHP）明确评价指标权重，采用模糊综合评价法检验评价指标体系，确定评价指
标体系的合理有效性。最后，在此基础上，为企业实施敏捷绩效管理提供管理思路，助力敏捷绩效
管理落地。
研究的创新点表现于深入对比分析传统绩效管理与敏捷绩效管理在管理实践方面的差异及其原
因，揭示了敏捷绩效管理的特殊性和必要性，系统梳理出敏捷绩效管理特征及其关键构成要素，构
建了敏捷绩效管理评价指标体系，为企业进行敏捷绩效管理提供了衡量标准和依据，帮助企业有针
对性的开展绩效管理工作，提高企业管理者科学决策水平，使企业获得持续竞争优势，推动企业高
质量发展。
关键词：敏捷绩效管理；构成要素；评价指标体系
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Abstract
Performance management, as an important part of human resource management system, has a close
relationship with the improvement of enterprise human capital efficiency. With the complex and changeable
internal and external environment of enterprises, the innovation and reform of performance management
has become an important field of enterprise management research. In this context, the practice sector
including IBM, Adobe, Deloitte and GE and other international companies have abandoned the traditional
annual performance evaluation in traditional performance management, mandatory assessment approaches
such as distribution, basing on the people standing in the overall goal of the common growth and
development, the exploratory practice agile performance management idea, and has achieved significant
success. However, the research on agile performance management is relatively lagging behind in academic
circles, including its definition, content composition and how to evaluate these aspects of the research is
relatively weak. Therefore, exploratory research on agile performance management system, including its
connotation, components, evaluation methods, and evaluation index system, can not only help guide
enterprise practice, but also enrich the theoretical research results of performance management, and further
broaden the research boundary of performance management.
Based on this, the research on system combing agile, on the basis of practice and theory of
performance management, through literature analysis, case analysis and expert opinion, summed up the
agile characteristics of performance management, and to construct the concept, identify and extract the
constituent elements (including goals and expectations, continuous real-time feedback, comprehensive
performance evaluation, the growth and development, and enterprise win-win five aspects). The evaluation
structure model of agile performance management is established. Then, on the basis of index system
building, and design the evaluation method and evaluation strategy, using the method of questionnaire
survey, mathematical statistics analysis to build the index system of letter and validity test, further optimize
the structure of index system, ultimately determine the agile performance management evaluation index
system, including 5 first-level indicators, 10 secondary indexes, 29 tertiary indicators. Then, the listed
enterprises in the information transmission, software and information technology service industry are
selected to carry out application evaluation on their performance of agile performance management. AHP is
used to clarify the weight of evaluation index, and fuzzy comprehensive evaluation method is used to test
the evaluation index system to determine the reasonable effectiveness of the evaluation index system.
Finally, on this basis, it provides management ideas for enterprises to implement agile performance
management, and helps the implementation of agile performance management.
The innovation of the research lies in the in-depth comparative analysis of the differences and causes
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