摘要
本文所研究的案例为一家公路建设企业——重庆 S 公司，该公司的中层管理人
员主要是各职能部门的部长、主任及项目部的项目经理，共计21名。这21名中层管
理人员构成了重庆S公司的中坚力量。本文以重庆S公司对中层管理人员的绩效考核
方案作为研究对象，通过开展文献研究、实地调查、访谈等研究手段，本文认为原绩
效考核方案存在绩效指标设计问题、主观评定的定性指标过多、考核权重设计不够
科学、制定绩效目标过程中缺乏沟通、缺少绩效结果反馈与面谈环节、绩效结果运
用不够合理等问题

本文的研究成果是为重庆 S 公司设计了优化的考核方案，包括三个部分：第一
部分为考核准备，改进设计了设计原则、考核主体、考核对象、考核方法和考核周
期。第二部分为考核指标体系设计，本文对中层管理人员工作分析，选择了项目经
理和市场营销事业部部长这两个岗位进行工作职责评述，设计了其各自的岗位说明
书，并提取了其所在岗位的核心工作内容，建立了更加科学合理的 KPI 指标体系，
并设计了改进的考核办法。第三部分为考核方案实施阶段，本文设计了优化的考核
实施流程，包括绩效目标设定、绩效考核、绩效结果反馈与面谈、绩效申诉和绩效
结果运用这几个环节，改善了沟通、弥补了环节缺失、优化了考核结果运用

本文所设计的绩效考核方案是建立在公司内部各中层岗位具体的工作内容和岗
位分析之上，具有较强的针对性、应用性和可操作性，本文的研究对 S 公司提升中
层绩效和整体绩效、培养核心竞争力具有很强的实用价值，对行业内其他企业也有
一定的参考价值

关键词：绩效考核；关键绩效指标；公路建设企业III
Abstract
Of cases that we studied in this paper, for the power of Chongqing highway company,
referred to as Chongqing S company, the company&39;s functional departments including the
project department, Marketing Department, the department of engineering construction and
so on eight departments, middle management is mainly the functions of secretary, director
of the project manager and project department, a total of 21. This paper takes Chongqing S
company&39;s performance appraisal of middle management as the research object, basing on
the field investigation, interviews and other research methods, research process and details
of the existing evaluation scheme. Through the analysis, this paper argues that the original
performance appraisal schemes are difficult to reflect the enterprise overall strategic target,
the subjective assessment index evaluation of qualitative indicators, evaluation too much
weight not enough scientific design, lack of communication, the lack of performance result
feedback and interview, performance results, not reasonable use of materials. This article
will causes problems summarized as high-level attention, enterprise internal propaganda,
training, etc.
The research results of this paper is designed for Chongqing S company, evaluation
and optimization scheme consists of three parts: the first part, for assessment of
improvement design of the overall objectives, design principles, to determine the appraisal
subject, appraisal object analysis, evaluation methods and examination cycle. The second
part is the evaluation index system design, in this paper, the analysis of middle
management work, choose the project manager and Marketing Department minister the
two positions in the job review, design the respective job description, and extract its
position at the heart of the work content, the establishment of a more scientific and
reasonable KPI index system, assessment method and design improvement. The third part
for inspection plan implementation stage, this paper designed the optimization assessment
implementation process, including the performance goal setting, performance evaluation,
performance results, performance feedback and interview, the appeal and performance
results using these links, improve the communication, to make up for missing links,
optimize the assessment results.
In this paper, the performance appraisal scheme is designed based on the company&39;s
internal various middle specific work content and job analysis, has strong pertinence,
practicability and maneuverability, this paper study on company S middle performance andIV
overall performance, cultivating core competitiveness has a strong practical value, to other
companies in the industry also to have certain reference value.
Keywords: Performance Appraisal; Key Performance Indicators; Highway Construction
EnterpriseV
目录
摘要........I
Abstract ......... III
1 绪论 ... 1
1.1 研究背景 ..... 1
1.2 研究目的与意义 ..... 2
1.2.1 研究目的..2
1.2.2 研究意义..2
1.3 国内外研究现状 ...... 3
1.3.1 国外研究现状......3
1.3.2 国内研究现状......3
1.4 研究内容与研究思路 ......... 4
1.4.1 研究内容..4
1.4.2 研究思路..5
1.5 研究方法 ..... 6
2 相关理论概述........... 9
2.1 绩效考核相关理论 . 9
2.1.1 绩效与绩效管理..9
2.1.2 绩效考核...9
2.2 绩效考核方案 ......... 9
2.3 绩效考核方法 ....... 10
2.3.1 KPI 法.....10
2.3.2 平衡计分卡法....10
3 重庆公路建设企业中层管理人员绩效考核方案现状分析 ........ 13
3.1 重庆公路