经济全球化加速了全球企业的国际竞争，信息时代引爆了企业管理模式的革新。 越来越多的企业在不断的探索如何提高自己的生产能力，争创媲美国际一流企业的 竞争力和适应能力，学习先进企业的管理经验和提高组织绩效的有效方法。JM 药业 集团股份有限公司作为一家典型的国有企业改制上市公司，虽然已成为区域经济的 主要力量之一，但是也同样面临着 ，组织绩效意识淡薄，管理水平落后、人力资源 匮乏的诸多困境。因此，在企业的发展过程中，建立以企业战略为指导、结合企业 特有文化的绩效考核体系对于提高企业核心竞争能力，改善组织经营管理水平，促 进企业发展具有一定的积极意义。 本文的主要研究手段是理论结合实践，在调查问卷研究的基础上，采用绩效管 理和绩效考核的相关理论知识体系，立足于 JM 药业集团股份有限公司的管理现状来 分析公司绩效考核体系存在的不足之处。在对调查问卷的结果分析上，发现目前公 司的绩效考核体系在考核制度、考核流程和考核结果等方面存在的缺陷和问题，同 时结合问题分析了原因是考核制度不完整且多年未修改、考核指标不完善、考核中 考评人员的近期误差以及考核结果反馈的缺失等。找出绩效考核存在问题关键点后， 分析原因，并在此基础上对 JM 公司绩效考核作出了优化设计，建立绩效指标库、梳 理了绩效流程管理体系、优化设计激励机制、优化运用结果等。优化后的方案提高 了员工的绩效责任心、激发了员工工作积极性、调动了员工的创造性，使得员工的 工作绩效和公司的组织绩效达成一致。 关键词，绩效考核 JM 公司 KPI 问卷调查 II Abstract With economic globalization and the arrival of information era, companies around the world are facing increasingly fierce competition in domestic and international markets. In order to improve their competitiveness and ability to fit in, many companies are exploring effective ways to improve productivity and organizational performance. JM Pharmaceutical Group Co., Ltd. as a typical state-owned enterprise restructuring of listed companies, has become a major force in the regional economy. As many similar enterprises, it is faced with the problem: low management level with the lack of performance management consciousness and advanced ways. In the process of enterprise development, low levels of management and assessment methods have severely limited business productivity and organizational efficiency. Therefore, the establishment of scientific and effective for its own assessment system and to promote the improvement of the level of business performance and enhance their core competitiveness have become a very important issue. Performance management, performance appraisal and incentive theory of knowledge are applied in this paper to take a combination of theoretical and empirical research methods. This paper is based on the JM Pharmaceutical Group Co., Ltd. to analyze the actual situation of the company staff performance appraisal system status. Through the survey, the author tries to understand the present performance appraisal system in the assessment system, assessment and evaluation results of the process in terms of defects and problems. At the meantime, the thesis analyzes the causes of the problem, which are the incomplete the assessment system without any changes through years, inadequate assessment indicators, recent errors in the evaluation staff assessment and the lack of feedback. In summing up the issue of existing evaluation system, this thesis tries to design solutions for existing staff performance appraisal system for a targeted adjustment, with the establishment of performance indicators library, combing the process of performance management system and optimizing the design of incentive mechanisms. Through optimized program, employees’ enthusiasm and creativity are further mobilized, and staff passion and sense of responsibility improved, which can all III help to gather employees around the company's strategic objectives to create greater performance. Keywords: Achievements inspection JM Pharmaceutical Co.Ltd. KPI Questionnaire survey IV 目 录 摘要...............................................................................................................I Abstract...........................................................................................................II 1 绪论 1.1 选题背景...............................................................................................(1) 1.2 选题意义...............................................................................................(3) 1.3 研究方法和思路 ..................................................................................(4) 2 绩效考核理论国内外绩效研究现状 2.1 对绩效考核的再认识 ..........................................................................(6) 2.2 国内外的研究实践历史及现状 ..........................................................(7) 3 JM 药业集团股份有限公司绩效考核体系的现状 3.1 JM 药业集团股份有限公司概况 ...................................................... (11) 3.2 JM 药业集团股份有限公司现行的绩效考核体系 ..........................(14) 3.3 现行绩效考核体系的满意度调查 ....................................................(17) 3.4 现行绩效考核存在的问题 ................................................................(19) 4 JM 药业集团股份有限公司绩效考核优化方案 4.1 新体系的目标与原则 ........................................................................(22) 4.2 不同考核主体的考核标准确定 ........................................................(23) 4.3 不同类别指标及不同考评主体的权重设计 ....................................(25) 4.4 不同考核主体的考核周期优化设计 ................................................(26) 4.5 绩效考核方法优化设计 ....................................................................(27) 4.6 考核结果运用.....................................................................................(29) V 5 JM 药业集团股份有限公司绩效考核优化方案的实施 5.1 优化方案可行性分析 ........................................................................(32) 5.2 新方案实施保障 ................................................................................(32) 6 结论及研究展望 6.1 本文的主要结论 ................................................................................(35) 6.2 研究不足与展望 ................................................................................(35) 致谢..........................................................................................................(37)