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因此，A 图文公司迫切需要建立一套科学合理且操作性强的绩效管理体系，旨在
在短期内改善公司人力资源管理现状，使公司在管理方面逐步走上正轨，从而为实现
公司的战略目标提供强力支撑。国内外学者对绩效管理进行了大量的研究，也提出了
诸多理论，但真正将这些理论有效地应用于实践的相对较少。在绩效考评方面的认识
不足，尤其是不少中小型企业和民营企业，在该领域几乎是空白
基于此，本文结合绩效管理的理论基础，对公司员工进行绩效管理现状访谈和满
意度的问卷调查，并对该公司目前绩效管理中的出现的问题进行了诊断和分析，存在
的主要问题包括绩效管理制度不健全，考核指标体系不完善、绩效考核方法不科学、
缺乏绩效沟通与绩效反馈、考核结果利用不够等
本文采用目标管理和平衡计分卡相结合的方法，建立了一套适合公司的绩效管理
体系。首先，以公司战略目标为依据，将战略目标进行分解，制定了公司各岗位的岗
位说明书。然后，根据公司具体情况，确定了考评主体，以及制定了以工作能力、工
作业绩和工作态度为主的绩效考评指标体系，同时，结合不同的岗位性质确定了不同
岗位的考核指标权重。最后，根据 A 公司的实际情况，确定了绩效考核的评价周期
和评价流程
本文将 A 图文公司单一的绩效评估上升到绩效管理的全过程，使绩效管理紧密
围绕 A 图文公司的发展，成为能切实有效提高 A 图文公司整体绩效和员工能力的一
种管理工具，也希望籍此为类似企业提供参考和借鉴意义
关键词：绩效评价，绩效指标，体系设计IIIII
Abstract
With the rapid development of economy and globalization, Chinese private
enterprises faced more and more fierce market competition and great challenge.
Performance management as the basis of human resource management in modern
enterprise, the application of private enterprises in our country and the implementation of
the effect was not ideal. Therefore, the correct understanding of performance management,
reasonable implementation of performance management for enterprises, which had a very
important theoretical and practical guidance for the realization of enterprise performance
objectives. A graphic company was such an urgent need to improve management level of
private enterprises, in recent years due to the rapid expansion of business scale, scale was
continually expanding, more and more employees, and management was at a standstill,
still in the previous state of small workshops, that the present situation of human resource
management and corporate demand coordination, resulting in company management
confusion, serious loss of excellent employees, employee efficiency was low, costs and
increase profits and reduce. Continuously for a long time, not only would not achieve the
strategic objectives of the company, whats more, the company in the market competition
was so fierce was eliminated.
Therefore, a graphic company urgent need to establish a set of scientific, rational and
practical performance management system, to improve the company human resources
management present situation in the short term, the company in management gradually on
the right track, and to provide a strong support for the realization of the strategic objectives
of the company. Scholars at home and abroad had conducted a lot of research on
performance management, but also put forward many theories, but the actual application of
these theories to practice was relatively small. Insufficient understanding of performance
appraisal, especially in many small and medium enterprises and private enterprises, was
almost blank in this field.
Based on this, this paper the theoretical basis of performance management,
performance management of the status quo of the interviews and satisfaction survey of
employees, and the diagnosis and analysis of the current performance management of the
problem. The main problems included performance management system was not perfect,
imperfect evaluation index system, performance appraisal method was not scientific, lack
of performance communication and performance feedback, use of the results of the
assessment is not enough.IV
In this paper, the goal management and balanced scorecard method, the establishment
of a set of performance management system for the company. First of all, based on the
companys strategic objectives, the strategic objectives of the decomposition, the
development of the post of the companys job description. Then according to the specific
circumstances of the company to determine the evaluation of the main, and developed
based on work ability, work performance and work attitude of performance evaluation
index system, at the same time, with the different nature of the position to determine the
different positions of evaluation index weight. Finally, according to the actual situation of
A company, determine the evaluation cycle and evaluation process of performance
appraisal.
The a graphic of a single company performance evaluation to rise to the whole
process of performance management, performance management was closely around the
development of a graphic company, can be effective in enhancing a graphic company
overall performance and staff capacity as a management tool, also hope to book this for
similar enterprises to provide reference and reference.
Key words: performance appraisal, performance index, system designV
目 录
摘 要... I
Abstract ......... III
目 录..V
1 绪论 ... 1
1.1 选题背景与意义 .... 1
1.1.1 选题背景 ........... 1
1.1.2 目的和意义 ....... 1
1.2 国内外绩效管理研究现状2
1.2.1 国外绩效管理研究现状 ........... 2
1.2.2 国内绩效管理研究现状 ........... 3
1.2.3 小结 ....... 4
1.3 研究内容和方法 .... 5
1.3.1 研究内容 ........... 5
1.3.2 研究方法 ........... 5
1.3.3 技术路线 ........... 6
2 理论基础........ 7
2.1 目标管理 .... 7
2.2 平衡计分卡 . 8
2.3 目标一致理论 ........ 9
3 A 图文公司绩效评价中存在的问题及成因分析.. 11
3.1 A 公司简介 ........ 11
3.2 A 公司基本概况 ... 11
3.2.1 A 公司组织结构........... 11
3.2.2 A 公司人员结构现状... 12
3.3 A 公司绩效管理现状 ....... 13
3.4 A 公司绩效管理存在的问题 .... 14
3.4.1 公司绩效考核满意度问卷调查 ......... 14
3.4.2 A 公司绩效管理存在的问题... 16
4 A 图文公司绩效评价体系设计...... 19VI
4.1 设计目的.. 19
4.2 设计原则与依据.. 20
4.2.1 设计原则...........20
4.2.2 设计依据..........20
4.3 评价主体的选择... 22
4.4 评价指标体系的设计...... 23
4.4.1 评价指标确定...23
4.4.2 指标权重设定...25
4.4.3 评价指标与绩效标准...26
4.5 评价周期的确定.. 39
4.6 评价流程... 40
5 对策与建议. 41
5.1 建立健全绩效管理制度... 41
5.2 完善相应的配套制度....... 42
5.3 强化评价结果的应用....... 42
6 结论 . 45
致 谢.47
参考文献.........49
个人简历、在学期间发表的学术论文及取得的研究成果531
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