摘要
随着我国经济体制改革的不断深化，国有企业面临着来自国内外的竞争和考验。以
人为本、向内挖潜，强化企业管理水平、提高核心竞争能力，对于确立和强化国有企业
市场主体地位有着非常重要的意义。本文选取 T 公司储运站队作为研究对象，在研究、
学习国内外绩效考核的理论知识和实践经验的基础上，对 T 公司储运站队的绩效考核问
题开展系统研究，结合企业深化改革的工作实际和具体要求，设计绩效考核改进方案，
进一步提升员工工作绩效，达到企业与员工双赢的目标

本文通过查阅资料、问卷调查、走访座谈等方式，对 T 公司储运站队的绩效考核方
案进行深入研究，科学运用绩效考核相关理论，指出其在绩效考核中存在的主要问题

在明确研究对象发展定位的基础上，运用关键绩效指标、360 度绩效考核等工具，建立
适合 T 公司储运站队的绩效考核制度，提高站队管理水平。改进后的绩效考核方案解决
了原方案存在的问题，将 T 公司储运站队的战略目标分解为具体的、易于评价的绩效指
标，并明确考核标准，合理设置分值。在绩效考核实施过程中，将被考核人按照比例确
定为优秀、良好、合格、不合格四个等级，使后续的应用有了实施基础。最后，提出建
立、完善绩效考核组织机构、制定成文的绩效考核制度、建立全员绩效文化及利用信息
化手段等措施为绩效考核体系运行提供保障，希望对 T 公司储运站队的绩效考核工作有
一定的指导作用

关键词：储运站队；绩效考核；绩效沟通东北石油大学 MBA 学位论文
III
Research on the Improvement of Performance Appraisal
for Storage and Transportation Unit in T Company
ABSTRACT
With the deepening of economic system reform, state-owned enterprises are faced with
competition from both home and abroad. People-oriented, inward development, strengthen
management level and the core-competitiveness, these are significant for state-owned
enterprises to establish and strengthen dominant role in the market. This article takes the
storage and transportation unit of T company as object of study, make full use of performance
appraisal theory research and practice achievements both at home and abroad, to develop
system study of performance appraisal for storage and transportation unit in T company. In
consideration of the practical and specific requirements of the enterprise&39;s deepening reform,
design performance appraisal improvement scheme, improve the performance of employees,
to get a win-win goal.
Through literature review, questionnaire survey and interview, this article tries to analyse
the present situation of performance appraisal of storage and transportation unit in T company,
with the help of scientific performance evaluation related theory, points out the main
problems. On the basis of development orientation, this article applies several performance
appraisal tools to set up performance appraisal system for T company storage and
transportation unit, improves the management level of the unit. The improved performance
appraisal scheme solves the problems existing in the original plan, changes the enterprise&39;s
strategic goals into executable, evaluable indicators, and determine the evaluation criteria. In
the implementation of performance evaluation, performance evaluation is divided into four
levels, excellent, good, qualified and unqualified as proportion, to make sure that the
implementation of the follow-up is feasible. Finally, the article proposes to establish
evaluation organization, perfect performance appraisal system, establish a high performance
culture and use informatization technology to provide protection. This article has a guiding
role for performance appraisal work of T company.
Key Words: storage and transportation unit; performance appraisal; performance
communication目 录
IV
目 录
摘要.... II
ABSTRACT ..... III
第 1 章 绪 论...1
1.1 选题背景与意义.......... 1
1.1.1 选题背景........... 1
1.1.2 选题意义........... 1
1.2 国内外研究评述.......... 2
1.2.1 国外研究现状... 2
1.2.2 国内研究现状... 3
1.2.3 研究现状评述... 5
1.3 论文框架与研究方法.. 5
1.3.1 论文框架........... 5
1.3.2 研究方法........... 6
第 2 章 相关理论基础...7
2.1 绩效考核相关概念...... 7
2.1.1 绩效考核的含义........... 7
2.1.2 绩效考核的特点........... 7
2.1.3 绩效考核的目的........... 7
2.1.4 绩效考核的原则........... 8
2.2 绩效考核常用工具...... 8
2.2.1 目标管理法....... 8
2.2.2 关键绩效指标... 9
2.2.3 360 度绩效考核法....... 10
2.2.4 平衡计分卡..... 10
2.3 本章小结........ 11
第 3 章 T 公司储运站队绩效考核方案现状及存在问题 .....12
3.1 T 公司储运站队概况.. 12
3.1.1 组织结构......... 12
3.1.2 人员结构......... 13
3.2 T 公司储运站队现行绩效考核方案.. 14
3.2.1 一般管理人员绩效考核方案....
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