随着社会生产力的迅速发展,人力资源管理已经成了企业管理的核心,而绩效考核

制度是人力资源的开发与管理中的基础与关键。企业中的中高层管理人才又是企业的无

形资产,他们是企业的人才核心。所以对于任何一个企业来说,构建科学的、有效的绩

效管理体系都是非常重要的,而有效、科学的中高层管理人员的绩效管理又对企业来实

现战略目标起着承上启下的作用。

本篇论文以一家发展迅速的民营制药企业——上海凯宝药业股份有限公司为研究

对象,通过专家老师咨询和行动学习的方式,结合绩效管理的理论知识和行动学习小组

成员的管理经验,对上海凯宝公司原有的绩效管理系统进行了全面细致的分析,为上海

凯宝公司设计并实施了一套科学有效的中高层管理人员绩效考核制度,完善其绩效管理

体系。

本文共分为五部分。第一部分对研究的背景、主要内容、研究目的及研究意义进行

阐述,并对本文的理论和实践方面的价值做一个总体上的评价。第二部分主要对绩效管

理的理论以及方法进行综述,对绩效管理的理论和方法两方面的内容做了一个详细和系

统的介绍。第三部分主要介绍上海凯宝公司的情况,详细分析了该公司原有绩效管理系

统的情况,指出该公司在绩效管理过程中出现的问题,并分析原因。第四部分是着重对

上海凯宝公司的绩效管理体系进行设计与实施。首先根据绩效管理系统设计的思路和原

则制定上海凯宝公司的绩效管理系统的设计方案,然后建立员工个人绩效管理模型,最

后将绩效考核制度在公司进行有阶段的实施。第五部分是上海凯宝公司绩效管理系统的

总结和评价,主要介绍了上海凯宝公司绩效管理系统实施取得的成果、存在的问题。

本文希望通过绩效管理理论的研究和对上海凯宝公司中高层管理人员的绩效考核

制度的设计和实施过程,总结民营高科技企业成长过程中在绩效管理方面的建设与规范

化研究,为广大中小企业特别是制药企业积极主动地做好绩效考核工作提供了借鉴和范

本。

关键词:绩效考核;中高层管理人员;考核体系设计;考核指标

Abstract

With the rapid development of social productivity, human resource management has

become the core of enterprise management,and performance assessment is the foundation and

key of human resources development and management. The senior and middle management

are the core talent of enterprise and they are intangible assets of the enterprise. So its very

important to build a scientific and effective performance management for any business, and

scientific, effective performance management of senior and middle management its a

connecting role for enterprises to achieve the strategic objectives .

In this paper, we research Kai Bao Pharmaceutical Co.,Ltd. a fast-growing private

pharmaceutical companies. Through expert advice and teacher action learning approach,

combining theoretical knowledge and management experience of action learning team

members' comprehensive and detailed analysis the company's original performance

management system, designed and implemented a scientific and effective management of

senior and middle management staff performance appraisal system, to improve its

performance management system.

This paper is divided into five parts. The first part describes the background to the study,

the main content, purpose and meaning, and the theoretical and practical aspects of the value

of this paper to make an overall assessment on. The second part of the performance

management theory and methods are reviewed, the content of the performance management

involves theoretical and methodological aspects of doing a more detailed and systematic

introduction. The third part introduces Kai Bao's case, a detailed analysis of the existing

situation of the company's performance management system, found the problems and analyze

the reasons in the performance management process. The fourth part is focused on design and

implementation the corporate performance management system of Kai Bao. First designed

performance management system solutions based on the principles and design ideas of

Performance management system,and then established individual employee performance

management model, and finally is implementation phase of the performance appraisal system.

The fifth part is a summary and evaluation of the performance management system of Kai

Bao, mainly on the achieved and problems of performance management system.

This paper aims to sum up the experience of performance management for Private

high-tech growth companies through established and implemented in senior management

performance appraisal system for Kai Bo. Provide reference for pharmaceutical companies to

actively carry out performance evaluation particularly.

Keywords: Performance appraisal; Management; Inspection target; Inspection system

design