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论文题目：基于KPI的MGXA公司绩效管理体系设计
专业：工商管理
硕 士 生：刘娟（签名）
导师：吴文洁（签名）
摘 要
MG半导体是一家专门从事半导体研发和生产制造的大型美资企业。MGXA公司是
其在中国大陆设立的唯一一间制造工厂。公司成立十年来产量迅速提升、规模不断扩大，
但现有绩效管理水平已经严重制约了公司的发展。特别是人员绩效管理中存在很多不足
如何解决MGXA公司目前绩效管理中存在的问题，构建既符合总公司发展战略又满足
分公司经营需求的绩效管理体系，帮助企业创造最佳的效益是本文研究的出发点
本文通过对绩效管理理论和方法进行研究后，选择基于KPI结合企业具体情况进行
MGXA公司绩效管理体系设计。先搭建了涵盖绩效计划，绩效实施、绩效考核、绩效反
馈和绩效改进的MGXA绩效管理体系闭环框架。再从企业战略目标着手，选择确定
MGXA公司适用的关键绩效领域。用鱼骨图、决策矩阵法和SMART原则拆解建立MGXA
公司级、部门业务级和员工岗位级绩的KPI 指标并建立相应的考核标准。最后为确保体
系有效运行并持续改进设计了保障措施
本文在结合案例研究后认为使用KPI方法设计绩效管理体系，能帮助企业将战略目
标转化为可量化的业务指标和员工绩效指标。战略目标结合个人绩效，使员工明确了解
个人工作任务和绩效结果与组织整体战略之间的关系。保持目标和行动的一致性，将促
成企业和个体共同发展。可以衡量的员工绩效指标使评价更客观公正，能激发企业和员
工活力。基于KPI设计MGXA绩效管理体系的方法和过程可供他企业参考借鉴，让人
力资源在服务于组织战略时发挥更大的作用
关键词：战略目标KPI 绩效管理体系 设计
研究类型：应用研究
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Subject: MGXA Company Performance Management System Designing Based on KPI
Specialty: Business Administration
Name: Liu Juan (Signature)
Instructor: Wu Wen Jie(Signature)
Abstract
MG Ltd. Company is an American enterprise specializing in the semiconductor products
and memory solutions. MGXA company is the only sub-manufacturing plant of MG build in
China. In the past ten years, the yeild of MGXA has been increased rapidly and the scale of the
site has been expanding greatly. Its current performance management level has restricted the
development of the company especially on employee’s performance management. How to
resolve problems in MGXA existing performance management, and to build a performance
management system that is consistent with the development strategy of the general company
to gain most profit, is the starting point of this study.
After doing a research on performance theory and methods, this paper selects KPI
method combined with the company specific situation to design improved performance
management system. First, work out a closed performance management system including
performance plan, implementation, appraisal, feedback and improvement. Then per enterprise
strategic targets, identify MGXA applicable key performance areas. By using fish bone map,
decision matrix and SMART principle break down and set up MGXA company level,
department business level and staff post level KPI performance targets and corresponding
evaluation criteria. In the end, establish control practice to make sure designed system run
dynamically and improve continuously.
The conclusions based on the study are using KPI method to design performance
management system can help enterprises transform organization strategies into measurable
business and employee performance indicators. Personal performance combines with strategic
objectives to make employees fully understand relationship among individual task,
performance results and organization strategy. The consistency of goals and actions will
achieve common development of enterprises and individuals. Measurable employee
performance indicators make the evaluation more objective and impartial, will stimulate the
vitality of the enterprise and staff. The method and process in KPI performance management
system designing in this paper is a good refernence for other enterprises. It will make human
resource management is better serve to organization strategy.
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Key Words：Strategy Management, KPI, Performance Management System, Design
Research Type：Application Study。。。。。。