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摘 要
绩效考核作为人力资源管理的重要组成部分，是人力资源管理的核心环节。由于绩效考核具有
多因、多维、动态的特点，目前，国内对绩效考核的研究和实践都略显不足，许多企业的绩效考核
缺乏科学量化的考核体系，从而不能有效地客观评价员工的工作绩效，很难提高企业员工的工作主
动性和积极性。因此，为了增强企业自身的竞争力，帮助企业有效的实现战略目标，就必须建立一
套科学可行的绩效考核体系。

本文从绩效考核的含义和目的出发，结合我国企业绩效考核的研究和实践，以新疆通用航空有
限责任公司专业技术人员为研究对象，分别对飞行人员、机务人员、签派人员三种特殊技术工种的
工作特性及职能进行分析，对新疆通用航空有限责任公司现行的绩效考核指标进行研究对比，采用
关键业绩指标(KPI)考核理论设计了一个科学定量化的绩效考核体系。该考核体系通过结合企业实
际，重新对新疆通航专业技术人员 KPI 进行设计，并给出指标权重的计算方法。确定权重后，通过
问卷的形式对专业技术人员进行调查，对问卷调查结果进行分析，找出公司现有绩效考核体系的不
足。针对以上出现的问题，对改进专业技术人员绩效考核提出建议及对策。最后提出了进一步完善
公司绩效考核体系的思路。

本文通过对新疆通用航空有限责任公司专业技术人员绩效考核的研究分析，对于公司现行的绩
效考核，提出考核依据偏差、考核人员选择、考核人员培训、考核反馈流程四个方面的存在的问题
及对策建议。尽管本文尝试系统整合专业技术人员绩效考核的体系内容，但系统思考和构建完整的
绩效考核体系需要做大量的工作。由于绩效考核本身所具有的复杂性和系统性，再加上自身阅历尚
浅，因此还有一些不够成熟或尚待解决的问题，全文最后表明想做进一步研究的展望。

关键词: 通用航空，专业技术人员，绩效考核，关键业绩指标Abstract
Performance appraisal, as an important part of human resource management is the core of human
resource management. Because the characteristics of the performance evaluation is dynamic
multidimensional, at present ,the domestic for performance evaluation of research and practice is the lack
of scientific performance evaluation of quantitative evaluation system, many enterprises cannot effectively
objectively evaluate performance of employees, also cannot be effectively motivate their enthusiasm.
Therefore, in order to enhance the competitiveness of the enterprise itself ,to help enterprise effective
implementation of the strategic target, it must establish a scientific and feasible performance appraisal
system.
This article embarks from the meaning and purpose of performance appraisal, combined with our
country enterprise performance appraisal research and practice ,the professionals in Xinjiang General
Aviation co., LTD as the research object, and analyzed the characteristic and the function of three kinds of
special technical workers the flight crew, maintenance personnel, dispatch personnel . and analysis of the
current performance appraisal index of Xinjiang General Aviation Co., Ltd, the KPI evaluation theory to
design a scientific quantitative performance appraisal system. The evaluation system by combining the
actual business, again to the Xinjiang navigation of professional and technical personnel of KPI design, and
gives the calculating methods of index weight. To determine the weight, carries on the investigation to the
professional and technical personnel through questionnaire survey, carries on the analysis to the results of a
questionnaire survey, to identify deficiencies in the performance appraisal system of the company. In view
of the above problems, the suggestions and Countermeasures to improve the professional and technical
personnel performance appraisal. Finally, to further improve the company's performance appraisal system
thinking.
In this paper, through the analysis and research of Xinjiang General Aviation Co., Ltd. of professional
and technical personnel performance appraisal, for the company's current performance appraisal, put
forward examination basis, examination personnel selection, deviation assessment personnel training,
assessment and feedback the problems and suggestions in four aspects of process. Although this paper
attempts to system integration of professional and technical personnel performance appraisal, but the
system thinking and building a complete performance evaluation system needs a lot of work to do .Because
of the performance appraisal system of complexity and inherent, coupled with their experience is still
shallow, so there are some not mature or unsolved problems, finally, that want to do further research
prospect.
Keywords: general aviation, professional and technical personnel, performance evaluation,
key performance indicators