摘要
近年来，在国家宏观政策的支持下，为获得充足的建设资金，完善城市水
利基础设施，地方政府相继成立了国有水利建设投资公司。LC 公司就是一家国
有水利建设投资公司，由于该公司的特殊背景和作用，公司主要着眼于完成区
政府制定水利工程建设任务，而忽视了内部管理的建设，由此产生的绩效考核
问题逐渐浮现，其中最尖锐的矛盾体现在绩效考核指标体系方面，本文正是在
这样的背景下，对 LC 公司员工绩效考核指标体系进行系统研究和优化设计

本文通过文献查阅、访谈调查和问卷调查研究分析了 LC 公司员工绩效考
核指标体系，发现存在考核主观因数过重、考核流于形式，指标无法体现员工
的工作内容，指标权重设置无针对性、考核标准不够明确，考核结果有失公允
等问题，并结合 LC 公司所属行业背景及员工实际情况，确定了新绩效考核指
标体系的设计目标、设计原则和设计思路；通过德尔菲专家法确定了员工考核
指标，邀请专家有该行业丰富实践经验的人员、有人力资源工作经验的人员、
有考核人员和被考核人员，确保选取的指标科学合理，能体现员工的工作内
容；通过层次分析法确定了员工指标权重，两两比较指标的相对重要性，确保
指标权重具有针对性，能凸显员工的工作重心；明确考核标准，定性指标也尽
量加入定量元素，降低考核难度，减小人为干扰因素，确保考核结果真实性

最后，为保证 LC 公司员工绩效考核指标体系优化方案能够顺利实施，提出了
相关保障措施

本文研究完善了 LC 公司员工绩效考核指标体系，有利于改进公司员工绩
效，有助于公司实现战略目标，打造精品民生工程，也希望本文的研究还可以
为相关水利建设投资公司员工的绩效考核指标体系的制定和设计提供一些借鉴
和思考

关键词：地方国有建设投资公司；绩效考核；德尔菲法；层次分析法浙江理工大学硕士专业学位论文
III
Abstract
In recent years, with the support of national macro-policies, local governments
have successively established state-owned water conservancy construction and
investment companies in order to obtain sufficient construction funds and improve the
urban water conservancy infrastructure. LC Company is such a state-owned water
conservancy construction and investment company. Due to its special background and
role, the company mainly focuses on finishing tasks of water conservancy
construction assigned by the district government but ignores the building of its
internal management, resulting in problems that have gradually emerged in its
performance assessment. The acutest conflict shows in the system of its performance
assessment indexes. This article is a systematic study and optimization design for the
system of LC Company’s employee performance assessment indexes in this context.
This author of the article analyzed the system of employee performance
assessment indexes of LC by means of literature review, interview investigations and
questionnaire surveys, and found the following phenomena. Subjective factors
account for a large proportion in the assessment. The assessment is a mere formality.
Indexes can’t reflect the work done by staff. The design of index weight is not
targeted. The assessment criteria are not clear. Assessment results are not fair. Besides,
the author confirmed goals, principles, and ideas of the new system of performance
assessment indexes according to the industry background of LC and the actual
condition of its employees. Through the Delphi Method, the author determined
indexes for the employee assessment. Invited experts with rich experience in this
industry and people with abundant working experience of human resources, including
people who appraise others and people who are appraised by them, will make sure
that selected indexes are scientific and reasonable, and can reflect the work of
employees. Through the analytic hierarchy process, the author also determined the
weight of indexes for employees. A comparison on the relative importance of indexes
guarantees that the weight of indexes can be targeted and can highlight the focus in
the work of employees. Making assessment criteria clear, adding as many quantitative
elements as possible to qualitative indexes, reducing the difficulty of the assessment,
and reducing man-made interference factors will guarantee the authenticity of
assessment results. Finally, in order to ensure the smooth implementation of the
optimization program for the system of LC Company’s employee performance
assessment indexes, the author put forward relevant supporting measures.浙江理工大学硕士专业学位论文
IV
Research in this article perfects the system of employee performance assessment
indexes of LC Company, which facilitates the improvement of employee performance
in the company, the achievement of the company’s strategic goal, and the building of
fine livelihood projects. The author also hopes that research in this article can also be
a reference and idea for related water conservancy construction and investment
companies in building and designing their systems of performance assessment indexes
for employees.
Key Words: state-owned conservancy construction and investment companies ;
performance assessment ;the Delphi Method ;analytic hierarchy process浙江理工大学硕士专业学位论文
V
目 录
摘要... III
Abstract.......... III
目 录.....V
1 绪论....1
1.1 研究背景..1
1.2 研究意义..2
1.3 研究内容..2
1.4 研究方法及技术路线......3
1.4.1 研究方法.... 3
1.4.2 技术路线.... 3
2 文献综述........5
2.1 绩效考核相关理论..........5
2.1.1 绩效 5
2.1.2 绩效考核.... 5
2.1.3 绩效考核指标体系 6
2.2 德尔菲法与层次分析法在指标体系方面的应用..........7
2.3 地方国有建设投资企业绩效考核现状研究综述..........8
3 LC 公司员工绩效考核指标体系现状分析 11
3.1 LC 公司及其绩效考核概况介绍...........11
3.1.1 公司基本情况.......11
3.1.2 LC 公司职能及部门职能介绍.... 12
3.1.3 LC 公司现有绩效考核概况........ 14
3.2 LC 公司绩效考核访谈调查...... 15
3.2.1 访谈提纲.. 15
3.2.2 访谈结果分析...... 16
3.3 LC 公司绩效考核指标体系问卷调查.. 17
3.3.1 问卷调查情况...... 17
3.3.2 问卷数据分析..... 17
3.4 L
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