摘要
绩效考核是一项非常重要的人力资源管理活动。它不仅能激励员工工作时的
积极性，也能在很大程度上的体现企业员工完成工作的程度和效果。长春市宏晟
职业培训学校是一所专门培训专业干部人员的学校，具有较强的学术针对性。学
校目前存在学校教职工满意度低，管理不完善，学校工作氛围不良，工作效率低
下等问题，而导致这些问题的根本原因，是因为学校的绩效考核体系过于程序化
和老套的，也不适合学校实际的发展情况。所以，学校的绩效考核体系现状如何，
存在何种问题，如何对其优化设计，这将是本文的研究重点

本文首先介绍了了绩效以及绩效考核的相关含义、关键绩效指标体系、360
度考核法等理论知识，力图为长春市宏晟职业培训学校绩效考核的实际问题提供
理论基础；其次，结合学校的特点，以学校的全体教职工为研究对象，通过问卷
调查法等方式得到了第一手的详实的资料；着重分析了长春市宏晟职业培训学校
绩效考核现状，所存在的问题及其原因；同时，有针对性地根据长春市宏晟职业
培训学校实际存在的问题，对绩效考核体系进行优化设计；最后，对长春市宏晟
职业培训学校优化设计后的绩效考核体系提供了相应的保障措施，确保长春市宏
晟职业培训学校在绩效考核工作的动态运行的过程之中，能够不断地发现问题解
决问题。逐步完善长春市宏晟职业培训学校的绩效考核体系

本文为长春市宏晟职业培训学校优化设计了绩效考核体系，为学校制定人力
资源规划、决定教职工调配和职位变动、进行教职工培训、确定教职工劳动报酬
等等很多方面提供了依据，为学校形成高效的工作氛围、促进教职工职业发展、
学校的不断壮大奠定了基础

关键词：长春市宏晟职业培训学校；绩效考核；360 绩效考核法II
Abstract
Performance appraisal is a very important management activity of human
resources. It not only motivates the activity of working, but also embodies the degree
and effect of the work that the staffs have finished. Hongsheng Occupational Training
School in Changchun is a school that specially cultivates technical cadres, with
relatively stronger academic nature. Currently, due to lack of satisfactory, imperfect
management, unhealthy working environment, and low efficiency, all these factors
lead to the radical problems of overwhelmingly sequencing and set performance
appraisal system, which is not fit for the actual development of the school. Therefore,
the research will lay stress on how the status quo of the performance appraisal of
school, what problems exist and how to optimize such situation.
This thesis firstly introduces the related background and meaning of performance
appraisal, lay stress on theoretically introduce related connotation of performance
appraisal, performance indicator system, 360-degree assessment and some theoretical
knowledge, and try to be combined with the actual situation of Hongsheng
Occupational Training School in Changchun. Secondly, combined with the features of
the school, take all staffs of the school as objects of the research and get the first-hand
detail information through questionnaire investigation and interviewing. Pay more
attention on the status quo, existing problems, and reasons of the performance
appraisal of Hongsheng Occupational Training School in Changchun. At the same
time, design of performance appraisal system will be optimized targetedly according
to existing actual problems of Hongsheng Occupational Training School in
Changchun. Finally, Corresponding promising measures will be provided for
Hongsheng Occupational Training School in Changchun after optimizing design to
ensure that the performance appraisal system of Hongsheng Occupational Training
School in Changchun could find its problems timely during operation and gradually
improve. In addition, the conclusion and expectation to the optimized performance
appraisal system of Hongsheng Occupational Training School in Changchun will be
put forward.
This thesis optimizes and designs a performance appraisal system for Hongsheng
Occupational Training School in Changchun provides theoretical basis for ensuring
the orderly operation of the internal management mechanism of the school, providing
forceful promise for various the operation and management targets of the school,
making plans fo realizing r human resources, deciding deployment and the change ofIII
positions of the teaching staffs, providing training for teaching staffs, and determining
the labor reward for teaching staffs
Keywords: Hongsheng Occupational training school in Changchun ；
Performance appraisal；360-degree performance appraisalIV
目 录
摘要.I
ABSTRACT..... II
第 1章 绪 论.....1
1.1 研究背景和意义 ..........1
1.1.1 研究背景...........1
1.1.2 研究意义...........1
1.2 国内外研究现状 ..........2
1.2.1 国外研究现状.......2
1.2.2 国内研究现状.......3
1.3 研究内容和方法 ..........4
1.3.1 研究内容...........4
1.3.2 研究方法...........5
1.4 本文创新点 ..5
第 2章 绩效考核相关理论概述..........6
2.1 绩效考核相关概念 ........6
2.1.1 绩效的含义.........6
2.1.2 绩效考核及其内容...6
2.1.3 绩效考核体系及其内容...........7
2.2 关键绩效指标法 ..........7
2.2.1 关键绩效指标的内涵及其特点.....7
2.2.2 关键绩效指标体系的构建方法.....7
2.3 360 度考核法.8
2.3.1 360 度绩效评价的内涵 ...........8
2.3.2 360 度绩效评价的操作过程 .......9
第 3章 长春市宏晟职业培训学校绩效考核体系现状分析10
3.1 长春市宏晟职业培训学校学校简介 .....10
3.1.1 长春市宏晟职业培训自然情况....10
3.1.2 长春市宏晟职业培训学校组织结构10
3.1.3 长春市宏晟职业培训学校教职工状况..........11
3.2 长春市宏晟职业培训学校绩效考核体系现状调查 .....12
3.2.1 调查问卷的设计与发放..........12
3.2.2 调查结果分析......12
3.3 长春市宏盛职业培训学校绩效考核中存在的问题分析 .16
3.3.1 学校现行绩效考核在准备阶段存在的问题分析..16
3.3.2 学校现行绩效考核在进行阶段存在的问题分析..17
3.3.3 学校现行绩效考核在结果应用阶段存在的问题分析..........18
第 4章 长春市宏晟职业培训学校绩效考核体系优化设计20
4.1 绩效考核体系优化设计的总体思路和原则 ...........20
4.1.1 绩效考核体系优化设计的总体思路20V
4.1.2 绩效考核体系优化设计的原则....21
4.2 长春市宏晟职业培训学校绩效考核体系优化设计过程 .22
4.2.1 绩效考核在准备阶段的优化设计..22
4.2.2 绩效考核进行阶段的优化设计....24
4.2.3 绩效考核结果应用阶段的优化设计28
第 5 章 长春市宏晟职业培训学校绩效考核体系的实施保障........30
5.1 加强绩效考核事前培训和宣传 .........30
5.2 建立健全的绩效考核制度 .30
5.3 建立有效的跟踪与沟通机制 ...........32
第 6章 研究结论与展望........33
6.1 研究结论 ...33
6.2 研究展望 ...34
附 录...........35
参考文献..........37
后 记.
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