文本描述
学位论文原创性声明
声明：本人所呈交的学位论文，是本人在导师的指导下，独立
进行研宄工作所取得的成果。尽我所知，除文中已经注明引用的内
容外，本论文不含任何其他个人或集体已经发表或撰写过的作品成
果。对本文的研宄做出重要贡献的个人和集体，均已在文中以明确
方式标明。本人完全意识到本声明的法律结果由本人承担。
论文作者签名：日期：h／f年〈月＾日
学位论文版权使用授权书
本人完全了解云南财经大学有关收集、保存、使用学位论文的
规定，即：按照有关要求提交学位论文的印刷本和电子版本；学校
有权保存并向国家有关部门或机构送交论文和论文电子版，允许学
位论文被查阅或借阅；学校可以公布学位论文的全部或部分内容，
可以采用影印、缩印或其它复制手段保存、汇编、发表学位论文，？
授权学校将学位论文的全文或部分内容编入、提供有关数据库进行
检索。
（保密的学位论文在解密后遵循此规定）
v
论文作者签名导师签名：
曰期年／月i汨曰期：月却
摘要
摘要
作为绩效管理重要组成部分的绩效考核，是企业人力资源管理的重点工作
之一。如何采用科学、合理、公平、公正的绩效考核方式，对企业各个部门及
员工进行日常工作态度、能力及表现、业绩完成情况、品行等进行全方位的综
合考评，来确定部门及员工的工作绩效，以帮助企业提升效益，促进企业的发
展，确保企业战略目标的实现，保留住优秀人才，起着至关重要的作用
但在绩效考核的具体推行过程中，由于绩效考核方式及绩效管理的推行的
科学性和合理化程度不够或缺乏公平公正，在一定程度上导致员工消极应对，
无法起到调动员工工作热情和积极性的作用，从而致使人员流失率大，企业业
绩差等问题。本文针对此问题，以JL集团为例，结合JL集团的实际情况，运
用绩效管理和KPI考核指标的相关理论知识体系、方法，建立符合JL集团发
展需要的KPI考核指标体系
由于JL集团签约管理部是JL集团经营业绩实现情况的重要部门之一，如
何做好这一部门的绩效考核，调动该部门各岗位员工的积极性，促进企业战略
业绩的达成和提升经营业绩有着十分重要的意义。因此，本文选取JL集团签约
管理部作为JL集团部门考核的试点进行KPI考核体系的设计及运行，通过对
JL集团绩效考核现状进行调查和研究，发现其中存在的问题，并找出行之有效
的解决方案，优化、完善KPI绩效考核指标体系及相应指标的权重，从而优化
JL集团整体的绩效考核方式，进而调动JL集团员工的工作积极性，为JL集团
的快速发展保驾护航
本文以JL集团构建以战略为基础的绩效管理体系为实例，对KPI绩效考
核指标及权重占比的的科学性、适用性进行了研究、检验和归纳总结，分析给
出了改进意见，努力做到KPI指标体系和战略目标不脱节，同时确保指标体系
和权重的科学动态、合理有效。本文的创新之处在于从战略分析的角度出发，
试图通过KPI进行目标管理，对签约管理部各岗位人员进行有效的绩效考核，
为签约管理部及JL集团管理人员做好团队管理，科学实施绩效考核和评价提供
借鉴和参考
摘要
关键词： KPI；绩效考核；战略；签约管理部；
Abstract
Abstract
As one of the core contents of performance management, performance appraisal
is a key task for human resource management in enterprise. How to adopt a scientific,
reasonable and fair performance appraisal method to evaluate attitude, capability and
performance, accomplishment rate of all departments' and employees' daily work,
plays a vital role, for that method could be used to determine departments' and
employees' performance level, and to retain qualified people, to help enterprises
improve their efficiency, to promote enterprises' development, to ensure realization of
the strategic objectives of enterprises.
However, during the implementation of performance appraisal, due to lack of
scientific and rationalization of performance appraisal and performance management,
or lack of fairness, the employees can not arouse the enthusiasm paritly in their work,
resulting in the loss of personnel, undesirable performance and other issues. Aiming
at this problem, taking JL Group as an example, this paper applied the relevant
theoretical knowledge and methods of performance appraisal and KPI appraisal
indicators and establishes the KPI appraisal index system with the actual needs of JL
Group.
Since JL Group's Contract Management Department is one of the important
departments of JL Group's business performance, how to take a well performance
evaluation for arousing the enthusiasm of employees in various positions in this
department plays an important role. Therefore, this paper selected JL Group's
Contract Management Department as the pilot of JL Group's department to conduct
the design and operation of KPI evaluation system. By investigating and researching
the current situation of JL Group's performance evaluation, this paper found the
existing problems and perfected the index system of KPI performance appraisal, and
optimized the overall performance appraisal of JL Group so as to arouse the
enthusiasm of JL Group employees and ensure the rapid development of JL Group.
In this paper, as an example, a strategy-based performance management system
was built for JL Group, and the scientificalness and adaptability of the KPI
performance appraisal indicators and the proportion of the weight were tested and
summarized. The innovation of this paper is that from the perspective of strategic。
==>> 点击下载文档