随着知识经济的到来，企业竞争不断加剧，人才成为企业应对外部竞争的 重要资源。人力资源成为企业管理关注的焦点之一，而人力资源管理中最重要 的部分就是如何建立适合组织特征的绩效考核体系。因此，建立合理的绩效考 核体系成为现代企业的一项重要工作。河北 X 电子科技公司是国家认证的高新 技术企业，拥有国际先进的生产和检测设备，在国内处于行业龙头地位。虽然 河北 X 电子科技公司近年来企业发展迅速，但是随着企业规模的扩大，企业的 人力资源管理跟不上企业发展的步伐。本研究有助于了解 X 电子科技公司的人 力资源构成情况，发现 X 电子科技公司绩效考核中存在的问题,进而构建科学合 理的绩效考核体系，调动员工积极性，提高工作效率，使企业充满创新活力， 在市场竞争中立于不败之地，从而完成企业制定的“十二五”期间的发展规划。 本文以 X 电子科技公司为研究对象，从绩效考核的相关研究理论入手，运 用理论分析与案例研究相结合的方法，详细分析了 X 电子科技公司绩效考核现 状以及绩效考核中存在的问题，通过对现存问题的分析以及对该公司的岗位评 价，并结合现有理论研究提出针对 X 电子科技公司的绩效考核体系改进方案。 最后，根据绩效考核结果进行员工培训、工资发放、薪酬等级调整以及员工晋 升和工作调动，使得绩效考核体系充分发挥应有的效应。 关键词，人力资源，绩效考核，优化设计Abstract With the advent of the knowledge economy, competition between enterprises is being increased, and talent becomes important resources for enterprises to cope with foreign competition. Human resources become the focus of management, the most important part of human resources management is how to establish the appropriate organizational characteristics of the performance appraisal system. So developing appropriate performance appraisal system became an important work of modern enterprises. Hebei X Electronic Technology Corporation is the national certification of high-tech enterprises, which has internationally advanced production and testing equipment and in the domestic leading position in the industry. Although X Electronic Technology Corporation has developed rapidly in recent years, but with the expansion of the scale of business enterprise, human resource management can’t keep pace with the business development. Research of human resources of X Electronic Technology Corporation human resources can help to understand the composition of X Electronic Technology Corporation to find problems in the electronic performance appraisal, and constructing scientific and rational performance appraisal system, mobilize the enthusiasm of the staff, improve efficiency, and enable enterprises to innovation activity, apart from the competition in the market, thus completing the enterprise Twelve-Five Plan during development. X Electronic Technology Corporation is the research object of this article, and this article starting with performance examination of related research theory, using theory analysis and case research phase combined of method, analysising company performance examination status and performance examination in the exists of problem of X Electronic Technology Corporation, through on existing problem of analysis and on the company of post evaluation, and combined existing theory research, and made for X Electronic Technology Corporation of performance examination system improved program. Finally, according to the results of performance evaluation, X Electronic Technology Corporation should make measures to staff training payment of salaries, salary level adjustment as well as promotions and transfers, make full play of performance assessment system. Key words: human resources, performance appraisal, optimization design目 录 第一章 绪论 .................................................................................................................1 1.1 研究背景..........................................................................................................1 1.2 研究意义..........................................................................................................2 1.3 绩效考核研究现状..........................................................................................3 1.4 研究内容与技术方法......................................................................................4 1.4.1 研究对象................................................................................................4 1.4.2 研究思路及技术路线............................................................................4 1.4.3 研究方法................................................................................................6 第二章 绩效考核相关理论研究 .................................................................................7 2.1 绩效..................................................................................................................7 2.1.1 绩效的内涵............................................................................................7 2.1.2 绩效的特征............................................................................................7 2.2 绩效考核..........................................................................................................8 2.2.1 绩效考核的内涵....................................................................................8 2.2.2 绩效考核的方法....................................................................................8 第三章 X 电子科技公司绩效考核及问题分析 .......................................................10 3.1 X 电子科技公司人力资源构成.....................................................................10 3.1.1 组织机构..............................................................................................10 3.1.2 员工结构分析......................................................................................10 3.2 X 电子科技公司现行考核方法.....................................................................12 3.2.1 现行考核组织管理体系......................................................................12 3.2.2 现行干部绩效考核细则......................................................................13 3.2.3 现行员工绩效考核细则......................................................................16 3.3 现行绩效考核中存在问题与评价................................................................18 3.3.1 绩效考核定位分析..............................................................................18 3.3.2 绩效考核实施组织分析......................................................................19 3.3.3 绩效考核流程分析..............................................................................19 3.3.4 绩效考核项目分析..............................................................................20 3.3.5 绩效考核应用分析..............................................................................22 第四章 X 电子科技公司岗位评价 ...........................................................................23 4.1 岗位评价的必要性........................................................................................23 4.2 岗位评价的原则............................................................................................23 4.3 岗位评价过程................................................................................................244.3.1 准备阶段..............................................................................................24 4.3.2 培训阶段..............................................................................................26 4.3.3 评价阶段..............................................................................................26 4.3.4 总结阶段..............................................................................................28 4.4 岗位评价结果分析........................................................................................28 4.4.1 结果层次分明......................................................................................29 4.4.2 得分差距明显......................................................................................29 第五章 X 电子科技公司绩效考核体系改进方案 ...................................................31 5.1 X 电子科技公司绩效考核目的及原则.........................................................31 5.1.1 考核目的..............................................................................................31 5.1.2 考核原则..............................................................................................31 5.2 X 电子科技公司绩效考核体系改进设计方案.............................................32 5.2.1 绩效考核的组织体系..........................................................................32 5.2.2 X 电子科技公司绩效考核实施方案...................................................35 5.2.3 绩效管理体系实施的组织保障..........................................................42 第六章 X 电子科技公司绩效考核体系的实践 .......................................................46 6.1 绩效考核与培训相结合................................................................................46 6.2 绩效考核与绩效工资相关联........................................................................46 6.2.1 销售提成工资制..................................................................................47 6.2.2 岗位绩效工资制..................................................................................48 6.2.3 协议工资制..........................................................................................52 6.3 绩效考核与薪酬等级调整相适应................................................................52 6.4 绩效考核与晋升、岗位调动相联系............................................................54 6.5 绩效考核实施效果分析................................................................................54 结论..............................................................................................................................56