本文在梳理国内外学者有关绩效考核的理论基础上，通过对国网岚县供电公司的实
地调研，多角度剖析了公司绩效考核的现状，发现公司存在没有对考核结果进行深入分
析和运用，以及绩效考核的周期和手段不合理等问题。因此，立足于实际问题并根据企
业人才发展规划和企业未来发展战略的要求，本文重新制定了优化方案，即重新确立了
绩效考核优化的指标、标准和定位，制定绩效考核方案、绩效考核过程及结果的双向沟
通等手段，并将该方案在公司进行了实践与操作。该方案的实施，使国网岚县供电公司
的绩效考核在全省 99 个电网公司中从九十多名上升到五十多名。最后，针对考核方案
在实施过程中发现的问题，本文进一步提出了优化意见。希望本文的研究有助于促进国
网岚县公司企业整体目标的实现，对县级电网公司的建设提供参考意见
关键词：绩效考核；电网公司；优化路径；考核指标
研究类型：应用研究
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Abstract
Talent is the decisive factor in the invincible position of the enterprise in the severe
market competition, and the performance appraisal is the key link to encourage and develop
the potential of the staff.The effective improvement of the employee&39;s job performance can
promote the improvement of the overall performance of the enterprise, Sustainable
development of enterprises. The grid company is the basic department for the provision of
power resources for the national economic construction, so it has an inseparable relationship
with the state construction. The State Grid issued the “ Opinions on Further Strengthening the
performance management of all staff”, put forward all the power supply companies to
strengthen the construction of one strong three excellent requirements of the modern
company.performance management will be included in strengthening the company&39;s first step,
stimulate talent to create thinking and work passion, achieve intensive development and
utilization of the company ,pour a powerful driving force into the company&39;s development.
However, in an increasingly competitive environment in the power grid market, the imperfect
assessment system has affected the development of the State Grid of Lan County Power
Supply Company.
On the basis of combing the domestic and foreign scholars about the theory of
performance appraisal, this paper from all directions analyzes the current situation of the
company&39;s performance appraisal through the field investigation of the power supply
company of Lan County, and finds that there is no in-depth analysis and application about the
evaluation results ,performance appraisal cycle and means unreasonable and other issues.
Therefore, based on the practical problems and according to the requirements of enterprise
talent development planning and enterprise&39;s future development strategy, this paper
re-established the optimization plan, which is to re-establish the performance evaluation of
the indicators, standards and positioning, development of performance appraisal program, the
two-way communication of performance appraisal process and results and so on.And the
project has been practiced and operated in the company. The implementation of the program
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make the State Grid Lan County Power Company performance appraisal in the province&39;s 99
power grid companies rank from more than 90 rose to more than 50. Finally, in view of the
problems which has been found in the implementation of the assessment program, this paper
further puts forward the optimization suggestions. It is hoped that the research of this paper
will help to promote the realization of the overall goal of the enterprises in Lanzhou County,
and provide reference for the construction of county-level power grid companies.
Key words：Performance appraisal；Power grid company；Optimal path；Assessment
indicators
Thesis：Application research
I
目 录
1 绪论..... 1
1.1 选题背景及意义...... 1
1.1.1 研究背景... 1
1.1.2.研究意义... 1
1.2 国内外研究文献综述.......... 2
1.2.1 国外文献综述....... 2
1.2.2 国内文献综述....... 3
1.3 研究内容与方法...... 4
1.3.1 研究的主要内容... 4
1.3.2 技术路线图........... 4
1.3.3 研究方法... 5
1.4 研究的重点和难点.. 5
2 绩效考核的相关理论. 6
2.1 绩效和绩效考核的界定...... 6
2.1.1 绩效的界定........... 6
2.1.2 绩效考核的界定... 6
2.2 绩效考核的特征...... 7
2.3 绩效考核的意义...... 8
2.4 绩效考核的原则...... 8
2.4.1 明确化、公开化原则....... 8
2.4.2 客观考核原则....... 8
2.4.3 积极反馈原则....... 8
2.4.4 考核经常化、制度化....... 9
2.4.5 责权利相结合原则........... 9
2.4.6 差别的原则........... 9
2.5 绩效考核的内容...... 9
2.5.1 贡献考评... 9
2.5.2 能力考评.....
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