我国在改革开放之初，各行各业都处于新兴阶段，通信咨询设计行业内企事业单位 蓬勃发展。此时，业内竞争对手数量质量都不高，国际竞争对手尚未完全越过贸易壁垒。 在这样的市场环境下，企业利润高位增长，让企业获得发展的同时，也掩盖了部分企业 问题，如经营不够精益，人才培养及考核管理仍有上升空间等。随着改革开放向着深层 次不断发展，竞争对手越来越强劲，竞争也随之激烈。在通信咨询设计领域，企业利润 率在日趋激烈的竞争中不断下降，随着我国相关专业人才的不断充实和业内企业经营管 理水平的不断提升，业内企业越来越重视自身人力资源管理工作，而绩效考核管理所涉 及的绩效评价体系的科学合理的建立，就是人力资源管理中的重要工作之一。 在此背景下，本文主要采用了文献研究和问卷调查的方法，选择A设计院广西分公 司作为研究对象，围绕其员工绩效考核这一核心问题展开了研究和探讨。本文梳理了绩 效考核理论以及绩效考核的主要方法，为A设计院广西分公司员工绩效考核的研究提供 了理论依据。并对A设计院广西分公司员工绩效考核现状进行分析，重点阐述其绩效考 核的组织部门、考核的方法、考核的流程及内容、考核的反馈及应用，并且归纳出A设 计院广西分公司绩效考核现存的考核内容和考核指标不合理、考核方法比较简单、绩效 考核的反馈不科学以及考核结果应用范围比较狭窄等问题，进而结合A设计院广西分公 司绩效考核目标和原则，分别对A设计院广西分公司生产人员、职能人员的绩效考核指 标进行设计，最终从A设计院广西分公司员工绩效考核支撑体系和保障措施几个方面进 行阐述，助力A设计院广西分公司员工绩效考核水平的提升，实现企业持续健康发展。 本文的研究内容一方面可以丰富当前员工绩效考核相关理论，另一方面结合通信咨 询设计行业的特点，针对A设计院广西分公司绩效考核进行研究，可以帮助A设计院 广西分公司在绩效考核上取得更大优势，同时也可以为其他通信咨询设计公司改善自身 的绩效考核提供切实有效的参考与借鉴。 II 关键词：员工绩效；绩效考核；考核指标；A设计院广西分公司 III RESEARCH ON THE OPTIMIZATION OF PERFORMANCE APPRAISAL IMPROVEMENT METHOD OF GUANGXI BRANCH OF A DESIGN INSTITUTE ABSTRACT With the continuous development of the global economy, the economic environment is unstable, and the operation of enterprises in this environment becomes more and more difficult. Many challenges emerge in this context. It has become a consensus to enhance the management level of human resources, strengthen the performance evaluation of enterprises and other means to improve their own competitive advantage. Due to the rapid development of China's current communication consulting design industry, the industry momentum is rapid, the management of major communication consulting design companies has been relatively mature, communication consulting design companies have recognized the importance of performance appraisal for the development of enterprises, and the improvement of performance appraisal indicators and systems has become the top priority of human resource management in the communication consulting design industry. In this context, this paper mainly adopts the methods of literature research and questionnaire survey, selects Guangxi Branch of A Design Institute as the research object, and conducts research and discussion around the core issue of employee performance appraisal. This paper summarizes the theory of performance appraisal and the main methods of performance appraisal, which provides a theoretical basis for the research of Guangxi Branch of A Design Institute. It also analyzes the current situation of performance appraisal of Guangxi Branch of A Design Institute focusing on its organizational department, appraisal method, appraisal process and content, appraisal feedback and use, and concludes that the existing appraisal content and index of performance appraisal of Guangxi Branch of A Design Institute are unreasonable, appraisal method is simple, feedback of performance appraisal is unscientific and The application scope of the assessment results is relatively narrow, and then combined with the performance assessment objectives and principles of Guangxi Branch of A Design Institute, the performance assessment indicators of production personnel and IV functional personnel of Guangxi Branch of A Design Institute are designed respectively. Finally, the performance assessment support system and safeguard measures of Guangxi Branch of A Design Institute are elaborated to assist Guangxi Branch of A Design Institute Improve the performance appraisal level of employees, and realize the sustainable and healthy development of the enterprise. On the one hand, the research content of this paper can enrich the relevant theories of the current employee performance appraisal. On the other hand, combining the characteristics of the communication consulting design industry, the research on the performance appraisal of Guangxi Branch of A Design Institute can help Guangxi Branch of A Design Institute to gain more advantages in the performance appraisal, and at the same time, it can also provide practical solutions for other communication consulting design companies to improve their own performance appraisal Effective reference and reference. KEY WORDS: Employee performance; Performance appraisal; Assessment index; Construction; Guangxi Branch of A Design Institute V 目 录 摘要 ........................................................................................................................................... I ABSTRACT ................................................................................................................................. III 第一章 绪论 .............................................................................................................................. 1 1.1 论文选题的背景和意义 ..................................................................................................... 1 1.1.1 论文选题的背景 .............................................................................................................. 1 1.1.2 论文研究的意义 .............................................................................................................. 1 1.2 研究内容与方法 ................................................................................................................. 2 1.2.1 研究内容 .......................................................................................................................... 2 1.2.2 研究方法 .......................................................................................................................... 3 1.3 文献综述 ............................................................................................................................. 3 1.3.1 绩效 .................................................................................................................................. 4 1.3.2 绩效考核 .......................................................................................................................... 4 1.3.3 常见绩效管理工具 .......................................................................................................... 4 1.3.4 国内外绩效考核的动态 .................................................................................................. 8 第二章 A设计院广西分公司员工绩效考核方法及存在问题分析 .................................... 11 2.1 A设计院发展概况 ............................................................................................................ 11 2.2 A设计院广西分公司发展概况 ........................................................................................ 12 2.2.1 A设计院广西分公司简介 ............................................................................................. 14 2.2.2 A设计院广西分公司人员结构 ..................................................................................... 14 2.3 A设计院广西分公司员工现有绩效考核方法 ................................................................ 14 2.3.1 绩效考核的制度 ............................................................................................................ 14 2.3.2 绩效考核的组织部门 .................................................................................................... 14 2.3.3 绩效考核的时间 ......................................