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论文题目：GY采油厂中层管理人员绩效考核体系改进研究
专业：工商管理
硕 士 生：尤明 (签名)
导师：董春诗 (签名)
摘要
随着知识经济和信息时代的到来，市场竞争日益激烈，GY采油厂必须要改变过去
粗放型发展方式，通过引进先进的绩效考核理论，将其运用在企业管理中。中层管理人
员是企业战略落实的推动者，通过建立科学合理的绩效考核体系，从而将人力资源优势
转化为管理优势和竞争优势，提高企业管理效率和管理水平，最终实现企业发展目标
作者选择GY采油厂中层管理人员为研究对象。首先对国内外绩效考核的相关理论
和方法进行了梳理，作为全文研究的理论基础。其次，从绩效考核指标、方式以及绩效
结果的运用等三个方面介绍了GY采油厂目前对中层管理人员的绩效考核体系现状，通
过问卷调查法对中层管理人员绩效考核现状进行了调查，找出了原绩效考核体系中存在
的问题，这些问题主要表现为缺乏对中层管理人员的工作分析；绩效指标不够全面，过
于关注财务指标而忽视了其他方面；指标权重分配不合理；绩效过程缺乏沟通和反馈等
方面，造成这些问题的主要原因在于绩效考核体系的不规范。最后，为了解决这些问题，
作者对绩效考核体系进行了改进，借鉴平衡计分卡理论，通过对公司战略目标的分解，
中层管理人员岗位职责分析，建立了中层管理人员的绩效考核指标体系，形成了一套包
含财务、内部运营、客户以及学习和发展的考核指标体系，同时给出了指标的评价标准
和考核量表。为了能够确保绩效考核体系能够顺利实施，作者还提出了建立领导机构、
开展绩效培训和营造文化等配套措施
本文的研究对于解决GY采油厂现存的绩效考核问题具有一定的指导意义。同时也
为其他行业绩效考核体系的设计提供参考和借鉴
关 键 词：中层管理人员；绩效考核体系；改进研究
研究类型：应用研究
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Subject ：Research on improvement of performance appraisal system for middle level
managers in GY oil production plant
Speciality：MBA
Name ：You Ming(signature)
1nstructor: Dong Chunshi (signature)
ABSTRACT
With the coming of knowledge economy and information age, the market competition is
increasingly fierce. GY oil production plant must change the extensive development mode in
the past, and introduce it into the enterprise management by introducing the advanced
performance appraisal theory. Middle managers are the enablers of enterprise strategy
implementation. By setting up a scientific and reasonable performance appraisal system, we
can transform human resource advantages into management advantages and competitive
advantages, improve enterprise management efficiency and management level, and finally
achieve enterprise development goals.
The author chooses the middle level manager of GY oil production plant as the research
object. First of all, the thesis combs the relevant theories and methods of performance
assessment at home and abroad, as the theoretical basis of the full text. Secondly, the GY oil
production plant for the middle management staff performance appraisal system status is
introduced from three aspects of performance evaluation index, method and performance
results of the application, through the questionnaire on the current situation of the middle
management personnel performance evaluation conducted a survey, find out the existing
performance appraisal system problems, these problems mainly for the lack of analysis of
middle-level managers; performance index is not comprehensive enough, too much attention
to financial indicators and ignore other aspects; index weight distribution is not reasonable; the
performance of the lack of communication and feedback, the main cause of these problems
lies in the performance appraisal system is not standardized. Finally, in order to solve these
problems, the author has made the improvement to the performance appraisal system, using
the Balanced Scorecard theory, based on the analysis of the strategic objectives of the
company, analysis the responsibilities of management personnel in middle management,
establishment of a middle management personnel performance evaluation index system,
forming a set containing the financial internal operations and customer learning and
development the evaluation index system, and gives the evaluation criteria of the indicators
and assessment scale. In order to ensure that the performance appraisal system can be carried
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out smoothly, the authors also put forward some supporting measures, such as establishing
leading bodies, carrying out performance training and building enterprise culture.
The study of this paper has a certain guiding significance for solving the existing
performance assessment problem of GY oil production plant. At the same time, it also
provides reference for the design of performance appraisal system in other industries..
Keywords: Middle-level managers; Performance appraisal; Improvement Study
Thesis: Application research。