摘 要
企业获得竞争力和优势很重要的因素是人力资源管理，而绩效考核是人力资源管理
的关键点。绩效考核也叫绩效评估，正是因为其重要性，各大企业越来越关注绩效考核，
纷纷施行对员工的考核方案。确实，对员工进行绩效考核能够衡量员工的工作成绩，员
工的工作积极性和热情也会被提高，并最终提高企业的生产效率和经济效益。然而，并
不是所有的绩效考核都能做到这一点。如果要把绩效考核真正落到实处，发挥作用，必
须根据企业的实际情况量身定做，从实际出发，让考核可操作，而不是盲目的生搬硬套，
依样画葫芦，否则不但达不到预期效果，反而会产生许多矛盾和危机。

广州浩德公司是一家专业从事电力工程的企业，为了提高企业管理水平，改进工作
质量，促进员工和企业共同发展，公司从 2005 年开始推行员工绩效考核制度，从 2 年
来的实施情况看，绩效考核对提高员工绩效起到了一定的作用，但同时也暴露了不少问
题，尤其是是对工程部员工考核方面出现较大的问题，如绩效考核与发展战略相脱节、
考核指标脱离岗位职责，一线员工的绩效参与度不够、积极性不高，人员流失严重等，
绩效考核已经开始流于形式，考核远未达到预期目标，绩效考核难以进一步深化。本文
以广州浩德公司工程部员工绩效考核为研究对象,运用问卷调查、资料分析等方法,基于
广州浩德电力有限公司的战略目标,从绩效考核的基本理论与方法，绩效考核的背景、进
程和考核现状入手,分析了浩德公司工程部员工绩效考核目前存在的问题，准确地进行管
理诊断，并借鉴国内外企业成功实施绩效考核的经验，对浩德公司工程部员工绩效考核
进行改进和流程优化，使其绩效考核适合公司现状和发展战略，从而有效地推动企业的
发展。

关键词：绩效考核；考核指标；考核结果

II
ABSTRACT
Enterprise competitive advantage and a very important factor is the human resources
management, and performance assessment is the key point of human resource management.
Performance evaluation of performance assessment, also called, precisely because of its
importance, all the major companies have become increasingly concerned about performance,
have the purpose of employee appraisal programs. Indeed, the employee performance
evaluation to measure employee performance, employee motivation and enthusiasm will be
improved, and, ultimately, increase the productivity and economic efficiency of enterprises.
However, not all performance appraisal can do just that. If you want to really to actualize the
performance, play a role, must be tailored according to the actual situation of the enterprise,
from actual conditions, assessment operations, rather than blindly be introduced
indiscriminately into any of the suggestions, but not up to expectations, but produces a lot of
conflicts and crises.Guangzhou Hao de company is a professional engaged in power
engineering of enterprise, to improve enterprise level, improved work quality, promotion
employees and Enterprise common development, company from 2005 began introduced
employees performance examination system, from 2 years to of implementation situation see,
performance examination on improve employees performance up to has must of role, but
while also exposed has many problem, especially is on Engineering Department employees
examination aspects appeared larger of problem, as performance examination and
development strategy phase out, and examination indicators from post duties, Performance of
the employee's engagement, enthusiasm was not high enough, wastage of personnel,
performance appraisal has begun a mere formality, examination fell far short of expectations,
performance evaluation to further deepen. This to Guangzhou Hao de company Engineering
Department employees performance examination for research object, using questionnaire
investigation, and information analysis, method, based on Guangzhou Hao de power limited
of strategy target, from performance examination of basic theory and method, performance
examination of background, and process and examination status start, analysis has Hao de
company Engineering Department employees performance examination currently exists of
problem, accurate to for management diagnosis, and reference both at home and abroad
enterprise success implementation performance examination of experience, on Hao de
company Engineering Department employees performance examination for improved and
process optimization To make performance evaluation of the present situation andIII
development strategy for the company, thereby effectively promoting the development of
enterprises.
Key words：performance measurement; index; assessment results