摘要
在不断变化的全球化时代，企业特别是国企，面临着新的发展机遇和挑战，
企业之间的竞争实质已转移为知识与技能的竞争。员工掌握着企业的核心竞争力，
因此企业对员工管理是否得当，对吸引和留住员工发挥着关键性作用。绩效考核
是企业人力资源管理的一项核心职能，建立科学合理的员工绩效考核体系对激发
员工的责任心和创新精神、增强企业核心竞争力，实现企业的战略目标有深远意
义。
本文以电网培训中心的员工为研究对象，在参阅大量国内外文献的基础上，
结合理论研究和相关企业的绩效管理体系建设实践，对培训中心现有员工绩效管
理体系进行了深入研究分析，提出以工作目标及任务完成为中心重新设计绩效管
理体系，系统介绍了设计内容、方法及措施，并对培训中心新的员工绩效管理体
系提出了保障措施，以确实发挥绩效管理的导向和激励作用，促进培训中心工作
任务的顺利完成。
首先，介绍研究的背景、意义和相关理论基础。阐述绩效管理体系的研究背
景和意义，通过参阅国内外对绩效管理和对体系的研究现状，确定了研究内容，
对绩效管理工具的介绍，为本文的研究夯实了理论基础。
其次，对现状的分析和找出存在问题。介绍了培训中心的基本概括，分析了
员工绩效管理体系的工作流程，找出突出的矛盾，并对此进行研究，为设计培训
中心新的员工绩效管理体系提供参考。
再次，员工绩效管理体系的改进设计。依据分析得出的结果，对培训中心员
工绩效管理体系进行设计，重点从制定绩效指标、实施流程、结果应用等方面进
行了详尽的阐述，旨在于用结果导向思维去引发员工挖掘潜力，使考核规则更加
量化，确实发挥绩效指挥棒的重要作用。
最后，制定保障措施。为保证培训中心员工绩效管理实施的顺利开展，培训
中心提出文化引领，制度护航的措施，确保员工绩效管理能够有序开展充分发挥
作用。
关键词：培训中心，员工绩效考核，指标体系湖 北 工 业 大 学 硕 士 学 位 论 文
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Abstract
In the era of changing globalization and information, in order to cope with the
reform of the state system, deepen the development, especially in the new situation to
strengthen the construction of the team once thrown, enterprises, especially state-owned
enterprises, facing the development of new opportunities and challenges of innovation,
The competitiveness of the transfer has been transferred to the competition between
knowledge and skills, the staff has the core competitiveness of enterprises, so the
enterprise staff management is appropriate, to attract and retain employees play a key
role. Performance appraisal system as a core function of human resources management,
the establishment of scientific and rational staff performance appraisal system to
stimulate the staff&39;s sense of responsibility and innovation, enhance the core
competitiveness of enterprises to achieve the strategic objectives of the enterprise
far-reaching and significant.
In this paper, the grid training center as the research object, based on a large
number of domestic and foreign literature, combined with theoretical research and
related enterprise system construction practice, the training center of the existing staff
performance appraisal system in-depth study and analysis, proposed to work objectives
and The task is completed as the center to redesign the performance appraisal system,
systematically introduces the design content, methods and measures, and the training
center of the new staff performance appraisal system put forward the safeguard
measures, do play the role of assessment and incentives to promote the training center
work tasks Done successfully.
First, introduce the background, significance and related theoretical basis of the
study. This paper expounds the research background and significance of the
performance appraisal system, and through the domestic and international research on
the performance appraisal and the research status of the system, the research content is
established, the introduction of the performance management tool is strengthened, and
the theoretical foundation is strengthened.
Second, the analysis of the status quo and identify problems. This paper introduces
the basic summary of the training center, analyzes the work flow of the employee
performance system, finds out the outstanding contradictions and studies it, and
provides reference for the new performance appraisal system of the design training
center.
Third, the staff performance evaluation system to improve the design. According to
the results of the analysis, the staff performance evaluation system of the training center
is designed, and the focus is from the aspects of the development of the performance
indicators, the implementation process, the application of the results, and so on, aiming
at using the results to guide the staff to tap the potential, Rules more quantified, and
indeed play an important role in performance baton.湖 北 工 业 大 学 硕 士 学 位 论 文
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Finally, the development of safeguards. In order to ensure the smooth
implementation of the performance appraisal system of the training center staff, the
training center put forward the measures of cultural guidance and system escort to
ensure that the staff performance system can be carried out in an orderly manner,
scientific and rational use, and can play a role in the process of continuous
improvement.
Keywords: training center, employee performance appraisal, index system湖 北 工 业 大 学 硕 士 学 位 论 文
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目 录
摘要.................................................................................................................................................I
Abstract...............................................................................................................................................II
第 1 章 绪论.........................................................................................................................................1
1.1 研究的背景...............................................................................................................................1
1.1.1 研究的背景...................................................................................................................1
1.1.2 问题的提出....................................................................................................................2
1.2 研究的意义................................................................................................................................3
第 2 章 理论基础与文献综述.............................................................................................................5
2.1 理论基础...................................................................................................................................5
2.1.1 绩效的定义....................................................................................................................5
2.1.2 员工绩效管理的定义.................................................................................................. 5
2.1.3 员工绩效管理流程...................................................................................................... 6
2.1.4 员工绩效管理工具介绍.............................................................................................. 6
2.2 文献综述...................................................................................................................................8
2.2.1 国外文献综述...............................................................................................................8
2.2.2 国内文献综述............................................................................................................ 10
2.2.3 文献述评.....................................................................................................................12
第 3 章 电网培训中心员工绩效考核的现状及存在的问题............................................................14
3.1 电网培训中心概况.................................................................................................................14
3.1.1 战略目标........................................................................................................
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