企业中层管理人员的绩效决定着整个企业的绩效,要提升企业的绩效,实现 企业的战略目标,就必须有科学的中层管理人员绩效考核体系。因此,中层管理 人员的绩效考核一直是管理科学领域的一个研究热点,也是企业管理的一个难 点,尤其对于A公司这样的“事转企”企业来说,由于受到多年来形成的事业体 制管理思维和管理方式的限制,企业领导人缺乏高度的竞争意识、责任意识和市 场意识,实施科学有效的绩效考核更是困难重重。在这样的背景下,探索解决A 公司其中层管理人员绩效考核的有效策略,能够也为类似企业中层管理人员及其 他人员绩效管理提供有效的参考模式。 本文以A公司中层管理人员绩效考核为研究对象,通过大量地阅读文献,深 入研究了激励理论、绩效考核理论,以及绩效管理理论,为后面的研究奠定了理 论基础。在此基础上,本文通过资料收集、实地访谈、问卷调查等途径,对A 公司中层管理人员绩效考核现状、存在的问题,以及原因等进行了深入了解。针 对A公司中层管理人员绩效考核满意度低、考核主体单一、员工参与率低、考核 指标不合理、考核结果反馈不及时等问题,本文结合激励理论与绩效考核理论, 采用目标管理法、360度考核法、关键业绩指标法(KPI)、层次分析法等绩效 考核方法,结合A公司的实际情况,建立了A公司中层管理人员绩效考核优化体f 系。此外,为了确保优化的绩效考核体系能够顺利实施,本文提出了上层管理者 的重视、全员的参与、组织制度的完善、激励机制的完善,以及企业文化的强化 等保障措施。最后,本文对整个研究进行了总结,并提出了存在的不足以及对今 后研究的展望。 关键词:中层管理人员;绩效考核;关键业绩指标法;层次分析法 I ! MBA学位论文作者:康汴彬 A公Kl中层管理人员绩效芩核方案优化研究 ABSTRACT The performance of the middle-level managers usually has a very important influence on the performance of the whole company. So, in order to realize the strategic target of the company, there must be a scientific performance appraisal system of the middle-level managers. Since such an appraisal system is a great difficulty to most companies, it is a very important research aspect. As a company transformed from a public institution, it is especially difficult for company A to have a scientific appraisal system, for it is still inevitably influenced by its former out-of-date managing conceptions and systems. With leaders having little idea of market competitions, it is even more difficult for company A to enforce a scientific appraisal system. Under such a background,a research of efficient appraisal system of middle-level managers is very important for company A and also very significant for the reference of companies like A. This thesis puts the middle-level managers of Company A as the research object,and does the research after a detailed study of a lot of materials and a careful study of motivating theories, performance appraisal theories,and performance management theories. With all this and a lot of materials, interviews, and investigations, this paper finds out the problems and the reasons of these problems of the present middle-level performance appraisal system of company A. As for problems like the employees' dissatisfaction of the present appraisal system, low participation of employees in the construction of the present system, the irrationality of the present parameters in the system, and bad feedback, this paper puts an optimized middle-level managers' appraisal system based on performance appraisal theories,motivating theories, Management by Objectives, 360 degree Appraisal Theory, Analytic Hierarchy Process,KPI in combination with the practical reality of company A. The optimized system stresses increased attention from the leaders, participation of all the employees, the completion of organizing systems and motivating systems. Key Words: middle-level managers; performance appraisal; KPI; AHP II MBA学位论文作者:康岸彬 A公|]中层管理人员绩效考核方案优化研究 目录 一、绪论 1 (一)选题背景 1 (二)选题意义 2 (三)国内外研究现状 2 (四)研究思路和研究方法 3 (五)本文研究框架 4 二、相关理论综述 6 (一)激励理论 6 (二)绩效管理理论 8 (三)绩效考核理论 8 三、A公司中层管理人员绩效考核方案存在的问题及其原因分析.11 (一)A公司概况 11 (二)A公司中层管理人员绩效考核现状 13 (三)A公司中层管理人员绩效考核存在的问题及原因分析 21 四、A公司中层管理人员绩效考核方案优化设计 25 (一)A公司中层管理人员绩效考核优化方案设计概述 25 (二)考核对象分析与考核主体的确定 28 (二)考核指标体系建立 31 (四)A公司绩效考核优化方案的实施 37 五、A公司中层管理人员绩效考核优化方案实施的保障措施……43 六、结束语 45 (一)研究结论 45 (二)不足与展望 46