河北地质大学硕士学位论文
摘
要
绩效考核是人力资源管理的重要组成部分，有利于激发员工工作积极性，践行企
业长远发展战略有重要意义。建筑企业能否出台并完善绩效考核体系，关系到企业人
力资源管理工作建设成果，进而影响到企业的长远经营效益。项目经理是中小建筑企
业实现持续发展的关键岗位。针对项目经理出台的绩效考核方案，关系到项目推动的
质量，进而影响到企业的长远效益。
本文在研究中，首先，阐述研究背景、研究意义，对国内外相关研究文献进行梳
理、概述研究内容、研究方法与创新点等。再次，介绍本文研究涉及到的概念和目标
管理、平衡计分卡等理论，为后续研究提供基础。然后，分析本文研究对象ZD建筑
公司的发展现状以及项目经理绩效考核现状，剖析其不足之处，深入分析产生这些缺
陷的原因，为后续研究提供信息支持。结合上述的研究成果，对ZD建筑公司项目经
理绩效考核方案优化设计。明确绩效考核的原则与目标；确定绩效考核体系建立应用
的方法以及筛选合适的指标，这一阶段综合应用平衡卡计分法以及360度评价法等；
明确考核周期，完善考核内容。基于前述研究内容，提出保障ZD建筑公司项目经理
绩效考核提的策略。最后，总结本文研究结果，并展望未来。
本文在研究中，主要的创新点一在于研究视角创新。此次选择ZD建筑集团有限
公司（以下简称ZD公司）为研究对象，选择其项目经理绩效考核方案为研究内容，
基于其发展目标，分析了当前此方案的情况以及有哪些不足存在后，又对其为何会存
在这些不足展开了分析，然后，笔者根据绩效考核设计原则、目标，选择合适举措对
此方案进行了优化，从而令该公司的绩效考核管理效率、质量都得到了显著提升。创
新点二是评价指标体系创新。因为管理问题通常会涉及多方面的内容，所以此次在对
该公司绩效考核情况进行研究之时，主要将目光集中在考核手段以及识别关键绩效指
标这些方面。能够借助绩效考核指标体系，从企业制定的发展战略目标着手来激励项
目经理，令其能够以更加积极的态度投入到工作中，除此以外，此次选择的绩效指标
分配权重也极具科学性，在同类企业进行绩效考核管理之时，其能够为其带来极大启
发。
关键词：项目经理绩效考核平衡计分卡
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ZD建筑公司项目经理绩效考核方案优化研究
Abstract
Performance appraisal is an important part of human resource management, which is
conducive to stimulating the enthusiasm of employees, and it is of great significance to
implement the long-term development strategy of the enterprise. Whether a construction
company can introduce and improve its performance appraisal system is related to the
construction results of the company's human resource management work, which in turn
affects the company's long-term operating benefits. Project manager is a key position for
small and medium construction enterprises to achieve sustainable development. The
performance appraisal method introduced for the project manager is related to the quality of
the project promotion, and then affects the long-term benefits of the enterprise.
In the research of this article, firstly, it expounds the research background and research
significance, sorts out the relevant research literature at home and abroad, summarizes the
research content, research methods and innovation points. Thirdly, introduce the concepts
and theories of goal management, balanced scorecard and other theories involved in the
research of this article to provide a basis for follow-up research. Then, it analyzes the
development status of ZD construction company and the status of project manager
performance appraisal, analyzes its shortcomings, deeply analyzes the reasons for these
defects, and provides information support for follow-up research. Combining the above
research results, optimize the design of the performance appraisal plan for the project
manager of ZD construction company. Clarify the principles and objectives of performance
appraisal; determine the method of establishing the performance appraisal system and select
appropriate indicators. At this stage, the balanced card scoring method and the 360-degree
evaluation method are comprehensively applied; the appraisal cycle is clarified and the
appraisal content is improved. Based on the foregoing research content, a strategy to ensure
the performance appraisal of project managers of ZD construction company is proposed.
Finally, summarize the results of this article and look forward to the future.
In the research of this article, one of the main innovations lies in the innovation of
research perspective. This time, ZD Construction Group Co., Ltd. (hereinafter referred to as
ZD Company) is selected as the research object, and its project manager performance
appraisal program is selected as the research content. Based on its development goals, after
analyzing the current situation of this program and what deficiencies exist, The reason for
these shortcomings was analyzed. Then, the author chose appropriate measures to optimize
this plan based on the performance appraisal design principles and goals, so that the
company's performance appraisal management efficiency and quality have been significantly
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河北地质大学硕士学位论文
improved. The second point of innovation is the innovation of the evaluation index system.
Because management issues usually involve many aspects, when researching the company's
performance appraisal this time, the main focus was on appraisal methods and identifying
key performance indicators. Able to use the performance appraisal indicator system to
motivate project managers from the development strategy goals set by the company, so that
they can engage in work with a more active attitude. In addition, the weights of the
performance indicators selected this time are also very scientific. , It can bring great
inspiration to similar companies when they perform performance appraisal management.
KEYWORDS: Project Manager Performance appraisal Balanced Scorecard
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