企业要保持竞争优势，首先就需要提高组织业绩，并使业绩来源于并服务 于组织的未来战略发展。绩效管理作为提高组织绩效的有效方法之一，近几年来 应用于各大企业集团中，但是大多数企业应用的并不得心应手，甚至流于形式， 实际效果并不明显。 本文以 HC 集团为研究对象，针对企业管理层对绩效管理的的诉求和企业绩 效管理中存在的问题，在梳理企业战略目标的基础上，设计适合 HC 集团的绩效 管理体系。在研究过程中，主要采用访谈、归纳、比较分析等研究方法，通过研 究和比较各种绩效管理方法，选择以平衡计分卡为基础，辅以各种量化的测量工 具，构成一套 HC 集团的绩效指标，最后再配合相应的绩效管理实施和保障措施， 最终形成一套完整的 HC 集团绩效管理设计方案。 本文的设计方案能够有效的将企业的战略目标落实到企业的部门和员工， 将企业战略目标与员工工作职责有机结合，通过绩效考核量化员工的工作业绩， 这对于子公司区域分散，集团管控能力不足，考核流于形式的集团化企业也具有 一定的指导价值和参考意义。 【关键词】 专用车行业；民营企业；绩效管理体系；案例分析 ABSTRACT If an company would like to keep competitive advantage, it must to improve organizational performance which is from and serve the future strategic development. As one of the effective methods to improve organizational performance, in recent years performance management was been used in large enterprise groups, but most enterprise applications are not handy, even a mere formality, in fact, the actual effect is not obvious. In this paper, we choose HC group for an example, designed a performance management system on the basis of the company strategic objectives, so that it can meet to solve the problems of corporate management on the aspirations of the Performance Management. In the course of the study, we apply several ways such as the interview, summarized, comparative analysis etc. through research and compare various performance management, in the end, we choose the balanced scorecard as the basis, supplemented by a variety of quantifiable measurement, and constitute a set of HC group performance indicators. Finally, together with the corresponding implementation and safeguards of performance management, it formed a complete set of performance management. In this program design, we can effectively implement the strategic objectives to departments and employees. Through integration the corporate strategic objectives with staff duties, we can quantify the performance. This has certain guiding and reference value for many group enterprises whose subsidiaries dispersed, lack of ability to control, and performance for a mere formality. Key Words: Special Vehicle modification industry; private enterprises; performance management system; case study 目 录 第一章 绪论..................................................................................................................1 1.1 研究背景及意义..............................................................................................1 1.1.1 研究背景................................................................................................1 1.1.2 研究意义................................................................................................1 1.2 研究思路、内容和方法...................................................................................2 1.2.1 研究思路................................................................................................2 1.2.2 研究内容................................................................................................4 1.2.3 研究方法介绍........................................................................................4 第二章 绩效考核设计理论回顾..................................................................................5 2.1 我国绩效管理研究现状分析...........................................................................5 2.2 绩效管理的方法..............................................................................................6 2.2.1 交替排序法............................................................................................6 2.2.2 配对比较法............................................................................................6 2.2.3 强制分布法............................................................................................6 2.2.4 关键事件法............................................................................................7 2.2.5 行为锚定等级考核法............................................................................7 2.2.6 目标管理法............................................................................................7 2.2.7 360°考核法..........................................................................................8 2.2.8 平衡计分卡............................................................................................8 2.3 绩效管理的作用和原则..................................................................................9 第三章 HC 集团绩效考核管理体系现状及问题分析.............................................10 3.1 HC 集团简介 ..................................................................................................10 3.1.1 HC 集团所在行业简介 ........................................................................10 3.1.2 HC 集团简介 ........................................................................................11 3.2 HC 集团人力资源现状 ..................................................................................11 3.2.1 人员规模..............................................................................................11 3.2.2 人员结构...............................................................................................11 3.2.3 人力资源管理现状..............................................................................12 3.2.4 集团管理层对人力资源的困惑...........................................................14 3.3 HC 集团绩效管理体系存在的问题 ..............................................................14 3.3.1HC 集团尚未建立基于公司战略的绩效管理体系 .............................14 3.3.2 考核指标的制定不合理.......................................................................15 3.3.3 考核监控体制不健全...........................................................................17 3.3.4 考核实施结果区分度不大...................................................................17 3.3.5 考核结果没有得到有效的运用...........................................................18 第四章 HC 集团绩效管理体系方案设计.................................................................20 4.1 绩效管理体系设计理念................................................................................20 4.2 绩效目标系统设计方案................................................................................21 4.2.1 制定绩效考核指标..............................................................................21 4.2.2 设定绩效考核权重...............................................................................36 4.2.3 设计绩效考核指标评分方法...............................................................39 4.2.4 设计考核周期和考核关系...................................................................42 4.2.5 绩效考核表...........................................................................................43 4.3 绩效管理实施系统设计方案.........................................................................44 4.3.1 绩效计划实施及监控..........................................................................45 4.3.2 绩效运用...............................................................................................49 4.3.3 绩效沟通...............................................................................................50 第五章 HC 集团绩效管理体系设计方案实施对策建议.........................................51 5.1 组织保障........................................................................................................51 5.2 文化保障........................................................................................................51 5.3 制度保障........................................................................................................52 5.4 人力保障........................................................................................................52 结束语..........................................................................................................................53