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摘 要
本文主要的写作目的是在分析牡丹江民用建筑勘察设计院有限公司（以
下简称“民建院”）现有绩效考核情况的基础上，发现民建院在绩效考核上存
在的不足，并且针对该公司在绩效考核的上存在的问题改进设计建立一套绩
效考核体系，并提出绩效考核体系实施的保障措施。

首先，笔者从国内外绩效考核现状入手，对比分析了国内外现有的绩效
考核研究现状；然后对民建院的基本情况，人力资源情况进行了介绍，并从
绩效考核的对象、办法、内容、考核程序和考核结果应用等五个方面对民建
院目前的绩效考核现状进行了剖析。

文章在分析民建院绩效考核体系的过程中，指出民建院现有绩效考核存
在的缺陷和不足。主要表现在：业绩考核评价对战略执行没有了绩效考核原
有的促进作用；考核制度不规范而且没有形成体系；考核指标设计没有结合
岗位特殊性，考核过程中缺乏针对性；考核方法太过简单并且考核程序不规
范；考核与激励相脱节，不能有效发挥绩效考核的激励作用。针对这些缺陷
和不足，深入分析了产生的原因，根据民建院自身实际情况，遵循目标导向
原则、客观实用性原则、全面系统性原则以及效率原则等绩效考核设计原则，
改进设计建立了一套行之有效的绩效考核体系，而且在运用 KPI 方法的基础
上确定民建院绩效考核指标，并设计考核权重。

通过绩效考核组织的建立，考核人员的培训，考核结果与收入分配挂钩，
加强对绩效考核结果的反馈和应用以及引入监督职能等五个方面阐述如何实
施保障措施，保证改进后的绩效考核体系能更好地发挥作用。文章是按照提
出问题、分析问题和解决问题的方式对牡丹江民建院绩效考核体系的改进设
计进行的研究。

关键词：绩效；绩效考核体系；KPI哈尔滨工业大学工商管理硕士学位论文
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Abstract
This paper aims to investigate design Mudanjiang Surveying & Designing
on Civil Architecture Co., Lte (hereinafter referred to as with court Co., LTD)
existing performance appraisal situation carefully on the basis of analysis, found
the company on performance appraisal of the shortcomings of the existing on ,
aimed at the problems design establish a set of performance appraisal system,
and put forward the performance evaluation system of the implementation of the
security measures.
First of all, this paper analyzes the performance management and
assessment of at home and abroad and the research status of; And then the court
Co., LTD with the basic situation, the human resources situation are introduced,
and of performance appraisal from objects, the method, content, evaluation
procedures and the evaluation result in five aspects such as application of the
present with limited company performance assessment, analyzed the current
situation.
In the courtyard with performance assessment process Co., LTD, and points
out that the company existing performance assessment defects and shortcomings.
Mainly displays in: performance evaluation for strategy implementation lose role
in promoting; Assessment system is not standard, not form a system; The
evaluation index design not the union post particularity, lacking pertin ence;
Assessment method is too simple, assessment program is not standard;
Evaluation and incentive separation, can't effectively play incentive effect.
Against the defects and the insufficiency, in-depth analysis of the causes of the,
according to court Co., LTD with its actual situation, follow goal oriented
principle, objective availability principle, comprehensive and systematic
principle principle of efficiency and performance evaluation design principle, to
the design with Co., LTD has established a set of performance evaluation system,
the use method to determine the KPI with performance assessment index, and
design evaluation weights.
Through the establishment of performance assessment from organization,
assessment of personnel training, examination results and income distribution