在激烈的市场竞争中，企业往往通过确定企业的愿景和宗旨、实施相应的战 略计划以获得特定的竞争优势，从而确定相应的市场地位和企业的长期发展。在 这个过程中，如何通过设计相应的绩效考核体系来保证企业战略计划的实现是本 文研究的重点。 本文根据人力资源管理体系中绩效考核相关理论的指导，对欣泰公司员工绩 效考核体系进行了比较全面的分析，总结了欣泰公司在绩效考核过程中的优点和 不足，并针对存在的不足之处提出了相应的改进方案。 欣泰公司绩效考核体系值得借鉴的方面有:考核目的明确、明确绩效考核是 各部门负责人的工作、重视绩效目标的管理、实行员工的自我评价以及采用了比 较科学的考核等级确定方式。 同时，欣泰公司在绩效考核过程中存在以下问题:考核覆盖面较窄、考核手 段欠科学、绩效目标制定不太合理、绩效沟通不顺畅、考核中存在偏差以及考核 结果的反馈和运用不当等等。 针对考核中存在的问题，作者提出了欣泰公司的绩效考核改进方案，其主要 思想是建立分层分类的绩效考核体系，实现对员工的个性化考核。该考核方案的 具体内容包括:明确划分员工的职层、职类；确定合理的考核内容；确定适宜的 考核周期；选择恰当的考核形式；合理安排考核的组织机构及考核程序；有效确 定考核成绩；合理运用考核结果等。 关键词: 绩效考核 绩效目标 绩效沟通 关键业绩指标ABSTRACT Under current more and more competitive business environment, many enterprises develop special strategy, based on the mission and vision, to gain own competitive advantage. So they can make decision of their long-term business plan and object market. The emphasis of this thesis is to study how to use the motivational system to ensure the strategic objective to be implemented, and what kind of processes to set up the system. After study the employee appraisal system comprehensively, guided by the related theory, I summarized the strengths and weaknesses of the company Xintai, and put forward another appraisal scheme for it. The current evaluation program has following experiences for reference, such as orientated the practical aims for performance evaluation, emphasis communication through the evaluation process, clarify the appraisal responsibility to all managers, value the management of objectives, adopt self-rating and made the performance ratings reasonably. While the following issues should be paid much attention to, only partly included rates, unpractical appraisal measures, irrational objectives, improper communication, rating errors, unsuitable feedback and inappropriate usage of ratings. In accordance with these weaknesses, the new program is based on the division of layer and category of position； Contend to an individualized appraisal method. The new plan include the following parts, differentiate the layer and category of the position clearly, set appropriate performance goals, determine suitable rating cycle, choose right appraisal form, arrange the exact raters and session, confirm performance ratings and rationally apply the ratings. Key Words: Performance goals Performance evaluation Performance communication KPI目 录 第一章 绪论 ...............................................................................................................1 第二章 绩效考核概述 ...............................................................................................5 2.1 绩效的概念及性质 .............................................................................................5 2.2 绩效考核在人力资源管理中的地位 .................................................................5 2.3 绩效考核对企业管理的重要意义 .....................................................................6 2.4 绩效考核的常用方法 .........................................................................................7 2.5 绩效考核结果的应用 .......................................................................................13 2.6 我国企业目前绩效考核过程中常见的问题 ...................................................14 第三章 欣泰公司员工绩效考核现状.....................................................................17 3.1 欣泰公司发展历程及现状................................................................................17 3.2 欣泰公司实施绩效考核管理的意义 ...............................................................21 3.3 欣泰公司现行的绩效考核制度 .......................................................................22 3.4 欣泰公司绩效考核体系的优点 .......................................................................23 第四章 欣泰公司员工绩效考核存在的问题.........................................................27 4.1 没有做到全员考核 ...........................................................................................27 4.2 考核手段缺乏科学性 .......................................................................................27 4.3 目标制定不合理 ...............................................................................................29 4.4 沟通方式不当 ...................................................................................................30 4.5 考核结果的偏差 ...............................................................................................31 4.6 绩效考核结果反馈与运用不当 .......................................................................32 第五章 欣泰公司员工绩效考核改进建议方案.....................................................35 5.1 改进建议方案的设计原则 ...............................................................................35 5.2 欣泰公司绩效考核改进建议方案 ...................................................................37 5.3 考核方案实施注意事项 ...................................................................................48 5.4 绩效考核建议方案小结 ...................................................................................49 第六章 总结 ...............................................................................................................51