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摘要
基于KPI的日照港财务有限公司基层主管绩效考评方案设计
在竞争激烈的当下，企业想要打造一支执行力强、在行业竞争中有竞争力
的团队，需要设计善一套完的绩效考评方案，保证组织战略的实施。基层主管
是企业决策实施与落地的关键力量。公司基层主管的绩效考评方案的科学、公
正与否，决定了公司基层人员结构是否完整、是否有充分的激励性、公司是否
能实施完善的目标管理
本文的研究对象是刚成立不久的日照港财务有限公司。该公司成立不长，
高层和中层的人数较少，而金融业务的推进开展和风险控制等实际业务的落
实，主要依赖于6个职能部门的6名基层主管的执行。本文对该公司基层主管
的绩效考评方案进行了调研，调查发现，问题主要存在于考评指标体系和考评
实施流程方面。绩效考评方案设计的不完善，会导致基层主管在工作过程中的
行为选择出现偏差，将关键的工作精力放在与组织实际目标脱节的领域，进而
导致组织的目标管理出现偏差，影响组织的整体绩效实现。因此，本文以绩效
考评的相关理论为研究基石、以KPI法为主要研究方法，综合运用了文献研究
法、实地调查法等方法，对日照港财务有限公司基层主管的绩效考评方案展开
研究
本文以财务公司6个基层主管岗位（分别是行政主管、核算主管、结算主
管、信贷主管、风险主管、审计主管）作为研究对象，在对基层主管现有的绩
效考评方案展开陈述的基础上，诊断总结了日照港财务有限公司基层主管绩效
考评方案存在的问题及原因。本文进行了两方面改进：一方面本文设计了改进
的基层主管绩效考评指标体系，先分析了6个基层主管岗位的工作与岗位职
责，在此基础上提取出各岗位的关键绩效指标（KPI），并结合工作侧重点进行
权重设计，从而完成KPI绩效考评指标体系设计。另一方面本文从完善和改进
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原有考评流程着手，设计了包括绩效计划、绩效考评、绩效沟通与反馈、绩效
申诉和绩效结果运用这五个环节的新考评流程。最后本文为新考评方案设计了
保障措施
本文所设计的考评方案包括了绩效考评指标体系和考评实施流程两方面的
改进，实现对日照港财务有限公司基层主管绩效的有效评价，具有公司和行业
层面的双重实践意义。在公司层面，本文的考评方案设计提升了绩效考评指标
体系和权重的科学性、客观性、全面性，从而更加有效地评定基层主管的业绩
和表现，实现组织人力资源管理层面的公平公正。此外通过完善考核方案的实
施、反馈与结果运用环节，为该公司基层主管努力工作提供激励，从而提升组
织的整体业绩。在行业层面，本文的设计与分析具有一定的实用价值，对行业
内其他企业也有一定的借鉴意义
关键词：
绩效考评，关键绩效指标，财务公司
III
Abstract
The Performance Evaluation Plan Design of
Primary Supervisor of Rizhao Port
Affiliated Financial Company Based on The KPI Method
In the present every industry is full of fierce competition,any enterprise who
wants to build a and competitive team with strong execution, need to design a set of
perfect performance evaluation plan, ensure the implementation of the strategy of
organization. The primary supervisor is the key force in the implementation and
implementation of enterprise decision. Supervisor of the company performance
evaluation scheme of scientific, fair or not, determines the structure of company
personnel at the grass-roots level is complete, if there is sufficient incentive, whether
the company can carry out perfect management by objectives.
The research object of this article is the Rizhao Port Group Finance
Company(RPG Finance Company). The company was established not long, the
number of senior and middle is less, and the financial business in advance, risk
control and the actual operations of implement, rely mainly on six functions of six
supervisor. In this paper, the performance appraisal scheme of the company's
basic-level managers was investigated, and the survey found that the problems existed
mainly in the evaluation index system and the implementation process of the
appraisal. Performance evaluation scheme design is imperfect, can lead to supervisor
in the process of work behavior choice appeared deviation, will be the key work
energy on the field with the organizational goals, leading to the organization's target
management appeared deviation, affect the organization's overall performance.
Therefore, based on the related theories of performance evaluation as the research
foundation, KPI method as the main research method, the integrated use of the
methods such as literature research, field survey method, accounting in RPG Finance
Company, researches on the performance evaluation project supervisor.
Six supervisor position based on the financial company, respectively is the head
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of the competent administrative department, director of money, credit, settlement
director, director, the director of audit risk) as the research object, the supervisor of
the existing performance evaluation scheme on the basis of a statement, diagnostic
RPG Finance Company supervisor performance evaluation scheme are summarized
the existing problems and reasons. Improve this article has carried on the two aspects:
on the one hand, the supervisor of the design for improving performance evaluation
index system, first analyzes the six supervisor position and responsibility, based on
the extracted key performance indicators (KPI) of each position, and connecting with
the work emphases weight design, so as to complete the KPI performance evaluation
index system design. On the other hand, this text set about from the perfect and
improve the evaluation process, the design including performance plan, performance
evaluation, performance communication and feedback, performance, appeal and
performance results using these five links for examination and assessment of the new
process. Finally, this paper designs the safeguard measure for the new appraisal
scheme.
In this article, the design of evaluation scheme includes two aspects of
performance evaluation index system and appraisal implementation process
improvement, to achieve the effective evaluation of RPG Finance Company’s
performance, company and industry level of dual practice significance. At the
company level, this paper improved scheme design for examination and assessment
of performance evaluation index system and weights is scientific, objective and
comprehensive, so as to more effectively assess supervisor's performance and
performance, fair and just of achieving an organization's human resource
management level. In addition, through the improvement of the implementation,
feedback and the application of the results, the company's grass-roots managers work
hard to provide incentives to improve the overall performance of the organization. At
the industry level, the design and analysis of this paper has certain practical value,
which can be used for reference to other enterprises in the industry.
Keywords:
performance Evaluation; Key Performance Indicators (KPI); Finance Company