II 摘要 伴随着新兴企业的蓬勃发展，企业的竞争逐步上升至人才的竞争，使得 企业强化了对员工素质的提升，如何做好员工的绩效管理备受企业关注，建 立适应企业全面发展的绩效管理模式是对企业人力资源管理新的要求。1973 年，“胜任力”的管理理念的出现，是指用于区分优秀绩效表现者和一般绩 效者的潜在和隐藏的个人素质。本文分析了现有的绩效管理模式，将胜任力 和胜任力模型的研究进行了总结，提出了将胜任力纳入 A 企业的绩效管理的 理念，是对传统绩效管理模式的优化，能够将企业的绩效管理从评价层面提 升至全面发展层面，并详细介绍了 A 企业胜任力模型的构建依据、构建流程、 绩效考评流程和绩效结果的运用，为人才的发展和培训、提升企业的竞争力 提供了支持，具有重大的实践意义。 关键词：胜任力 胜任力模型 绩效Abstract III ABSTRACT Base on the development of new enterprises, the competition among companies developed into talents competition; companies need to enhance the improvement of employees’ competence. How to build up employees’ performance management becomes more and more important; the performance management has been the new requirement of human resource management work. In 1973, the conscience of “competence” appeared, competence means internal personalities in special post that can distinguish excellent performance employee from normal employees. In my article, I analysis the current performance management module, and summarize the “competence” and “competence module”, put forward the concept that using the competence module to make performance management, it optimizes and develops the traditional performance management, it changes the performance management from evaluation level to overall development level. This article introduces the building foundation, build process based on competency model, the use of performance evaluation process and the result of performance, it supports the talent development and employee training, and helps to improve the competition, and it makes execution sense. Key Words: competence; competence module; performance目录 IV 目 录 第 1 章 导论.................................................................................................................1 1.1 研究背景与意义 .............................................................................................1 1.2 国内外研究综述 .............................................................................................1 1.3 研究内容 .........................................................................................................3 1.4 研究思路和方法 .............................................................................................3 第 2 章 论文的理论基础.............................................................................................5 2.1 胜任力理论 .....................................................................................................5 2.2 绩效管理理论 .................................................................................................7 2.3 胜任力与绩效管理的关系 .............................................................................7 第 3 章 A 企业绩效管理现状、问题及原因分析 .....................................................9 3.1 A 企业状况描述...............................................................................................9 3.1.1 A 企业简介.............................................................................................9 3.1.2 A 企业主营业务介绍.............................................................................9 3.2 A 企业原有绩效管理体系.............................................................................10 3.2.1 考评指标和标准 .................................................................................10 3.2.2 绩效考核的实施流程 ..........................................................................12 3.2.3 绩效结果的改进和跟踪流程 ..............................................................13 3.2.4 绩效考核的结果运用 ..........................................................................13 3.3 A 企业绩效管理问题及原因分析.................................................................14 3.3.1 绩效考核指标设计不合理 ..................................................................14 3.3.2 绩效管理注重结果而轻视过程 ..........................................................16 3.3.3 绩效考核结果运用不到位 ..................................................................17 第 4 章 A 企业基于胜任力的绩效管理体系的设计方案 .......................................19 4.1 A 企业基于胜任力构建绩效管理体系的设计依据......................................19 4.1.1 A 企业中高层对绩效考核的满意度...................................................19 4.1.2 A 企业人员全面发展的需要...............................................................21 4.2 基于胜任力的绩效管理体系设计原则和思路 ............................................22目录 V 4.2.1 设计原则 ..............................................................................................22 4.2.2 设计思路 ..............................................................................................23 4.3 胜任力模型的构建 ........................................................................................24 4.3.1 胜任力模型构建的方法 ......................................................................24 4.3.2 胜任力模型构建的步骤 ......................................................................25 4.4 绩效考评主体和考评方法 ............................................................................32 4.4.1 考评主体 ..............................................................................................32 4.4.2 360 度考评的运用 ...............................................................................33 4.5 绩效结果的运用 ............................................................................................36 第 5 章 A 企业基于胜任力的绩效管理体系的实施 ...............................................39 5.1 实施流程 .......................................................................................................39 5.2 实施保障 .......................................................................................................41 5.2.1 组织保障 .............................................................................................41 5.2.2 企业文化保障 .....................................................................................42 5.2.3 激励保障 .............................................................................................43 第 6 章 研究结论与展望...........................................................................................45 6.1 结论 ...............................................................................................................45 6.2 局限性与未来发展的预期 ...........................................................................45 致 谢.........................................................................................................................47