摘要
I
摘要
企业经营效益归根到底在于员工，员工的绩效不仅与员工的利益密切相关，更与
企业的经营绩效与竞争力有决定性的影响作用。目前，我国企业对员工绩效的考核普
遍存在问题，尤其是中小企业员工绩效考核更是不规范，企业一直饱受员工绩效问题
的困扰，在当今信息技术不断强化的时代，员工绩效对企业经营的影响更加显著突出，
通过科学的考评体系和方法在对员工绩效改进的同时，更有助于对企业经营目标的实
现。科学的绩效考评体系在人力资源体系中居于核心地位，其它人力资源职能以此展
开，员工绩效考核体系设计的科学与否，直接影响到整个人力资源职能的开展和员工
的积极性，对企业战略目标的实现至关重要。为此，企业应根据自身的发展战略目标，
设计科学的绩效考评体系，这对于解决我国企业绩效考评中普遍存在的问题具有重要
价值

本文以 LNSM 公司为研究对象，对公司的绩效考评体系进行研究，在解决 LNSM
公司绩效考评问题的同时，也为其它企业提供了借鉴价值。LNSM 公司是一家从事百
货零售、商贸、商业地产管理、酒店管理等业务的国有大型企业，员工以营销类为主，
在现实经营过程中，出现了绩效考评的种种问题，本文通过对 LNSM 公司绩效考评
方案的研究和对公司员工的走访中，发现目前 LNSM 公司绩效考评存在考评方法单
一且不规范、考评过程不透明与形式化、考评主体单一与缺乏培训、考评结果缺乏双
向沟通与反馈等问题，并从考评制度、结果应用、文化氛围与上下级的意识等方面进
行了原因分析，通过对 LNSM 公司员工绩效考评现状、问题与原因分析的基础上，
明确 LNSM 公司员工绩效考评体系再设计的原则、目的，对员工实施工作分析，进
而对 LNSM 公司的绩效考评体系，从考评周期、指标、主体、方法、流程、反馈和
结果应用各方面进行详细的再设计，并从完善员工绩效考核制度、加强上下员工的重
视程度、建立双向沟通反馈机制和绩效考评结果多样化几个方面的保障措施，确保
LNSM 公司员工绩效再设计体系的实施，并为其它企业提供借鉴，具有重要的理论与
实践意义

关键词：绩效考评；考评指标；流程；反馈山东理工大学硕士学位论文 ABSTRACT
II
ABSTRACT
Business efficiency in the final analysis is the staff, the performance of employees is
not only closely related with the interests of employees, but also with the business
performance and competitiveness of a decisive impact. At present, the performance of our
employees on the assessment of the prevalence of problems, especially the SME staff
performance appraisal is not standardized, the enterprise has been suffering from employee
performance problems in today&39;s information technology continues to strengthen the era of
staff performance on business The impact of more prominent, through the scientific
evaluation system and methods in improving employee performance at the same time,
more conducive to the realization of business objectives. Scientific performance appraisal
system in the human resources system in the core position, other human resources
functions to start, staff performance appraisal system design science or not, directly affect
the entire human resources functions and staff motivation, the enterprise strategic
objectives The realization of the crucial. To this end, enterprises should be based on their
own development strategy objectives, design a scientific performance evaluation system,
which for solving the problems in China&39;s enterprise performance evaluation of the
pervasive problems of great value.
In this paper, LNSM company as the research object, the company&39;s performance
evaluation system to study, in solving the LNSM company performance evaluation issues,
but also for other enterprises to provide reference value. LNSM company is engaged in
department store retail, commerce, commercial real estate management, hotel management
and other business of large state-owned enterprises, employees to marketing-based, in the
actual business process, there have been performance evaluation of the problem, this paper
through the LNSM company performance The evaluation of the program and the visit to
the company employees found that the current LNSM company performance evaluation
methods exist a single and non-standard, the assessment process is not transparent and
formalized, the main assessment and lack of training, evaluation results lack of two-way
communication and feedback issues, This paper analyzes the current situation, problems
and causes of LNSM&39;s staff performance evaluation, and clarifies the principle of re-design
of LNSM&39;s staff performance evaluation system. Based on the analysis of LNSM&39;s
performance evaluation, , The purpose of the staff to implement the work analysis, and
then the LNSM company&39;s performance appraisal system, from the evaluation cycle,
indicators, subjects, methods, processes, feedback and the results of the application of all山东理工大学硕士学位论文 ABSTRACT
III
aspects of detailed redesign, and improve the staff performance appraisal system,
strengthen the emphasis of employees across The establishment of feedback mechanisms
and performance evaluation results of two-way communication aspects of diversity
safeguards to ensure the implementation LNSM company employee performance redesign
the system, and provide a reference for other companies, has important theoretical and
practical significance.
Key words: Performance evaluation; Evaluation index; Process; Feedback山东理工大学硕士学位论文 目录
IV
目 录
摘要........ I
ABSTRACT..II
目 录......IV
第一章 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 国内外研究评述.......2
1.2.1 国外研究述评2
1.2.2 国内研究述评3
1.3 研究内容与方法......5
1.3.1 研究内容........5
1.3.2 研究方法........5
1.4 研究技术路线..........6
第二章 理论基础....8
2.1 绩效考评的基本概念...........8
2.1.1 绩效与绩效管理.........8
2.1.2 绩效考评.........9
2.2 绩效考评体系..........
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