本文从绩效管理、数据挖掘两个方面出发，分析了研究背景以及国内外发展现状
对绩效管理中的绩效考评数据进行重点挖掘，从绩效考评的方法、指标体系、量化、权
重的角度进行评估和细分，探究其在具体实施过程中的操作性与受主观因素影响的程
度。以 A 集团公司绩效考评工作中存在的问题为出发点，运用数据挖掘技术,建立优化
的绩效考评指标体系；按照指标的不同特性，分别设计了 TOPSIS 法、Apriori 关联规则、
模糊聚类、k-means 聚类、层次分析法等绩效考评数据挖掘模型；编写了相应的程序代
码予以实现；同时，选取 A 集团公司相应的业务数据，予以测试、分析数据挖掘与绩效
考评的结合情况
本文还对实现数据挖掘信息化系统的可行性进行了分析，对业务相关流程、数据库
结构进行了研究，并设计了相应的数据库表结构作为构建信息系统的数据基础
本文的创新之处是将客观分析的数据挖掘与受主观因素影响较大的绩效考评进行
紧密结合，从而使绩效考评实际工作变得更客观、精准、高效；同时也拓展了数据挖掘
技术在企业管理业务中的应用范围
关键词：数据挖掘；绩效考评；关联规则；聚类算法华北电力大学硕士学位论文
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Abstract
This paper mainly studied the application of the data mining in employee performance
appraisal .Performance appraisal is the basis of staff salary adjustment and promotion
training.Meanwhile,performance appraisal is a means of employee achieving self-discovery
and enterprise founding shorts.How to reduce the influence of subjective factors and carry out
the objective performance appraisal is the the quality assurance in enterprise human
resources management.
This article embarks from the two aspects of performance management and data
mining.At first,the article analyzes the research background and current situation of the
development at home and abroad.Then,the article focus on assessment and segmentation of
performance appraisal in methods, index system, quantitative, and weight.To explore
operational in the specific implementation process and influence by subjective factors.
Afterwards, according to the actual situation of performance appraisal operation in A group
company,the article establish a new performance evaluation index system using data mining
technology, designing the TOPSIS method , Apriori association rules, fuzzy clustering,
k-means clustering, analytic hierarchy process (AHP) to realize the data mining model
respectively by which index system.And then,writing the corresponding program code is
to test and analysis of the combination data mining with performance appraisal.
In this paper, the feasibility of information system in data mining are analyzed.The
business-relevant processes and the structure of the database are studied.The corresponding
database table structure is designed to build information system.
The innovation of this article is combination with the objective analysis of data mining
and the subjective performance appraisal closely,not only making the practical work of
performance appraisal more objective, accurate and efficient ,but also expanding the scope of
application of data mining technology in the enterprise management.
Keywords: Data mining， performance appraisal，Apriori algorithm，Clustering algorithm华北电力大学硕士学位论文
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目 录
摘要 I
ABSTRACT .....II
目 录.III
第 1 章 绪 论....1
1.1 课题研究背景 ..... 1
1.2 国际、国内的发展状况 . 1
1.2.1 绩效考评在国内外的发展 ... 1
1.2.2 数据挖掘技术的国内外研究情况 ... 3
1.3 本课题的研究目的、主要内容及创新之处 ...... 4
1.3.1 研究目的 ....... 4
1.3.2 主要内容 ....... 4
1.3.3 创新之处 ....... 5
1.4 本章小结 .. 5
第 2 章 绩效管理与绩效考评的理论..6
2.1 绩效管理的意义和原则 .. 6
2.1.1 绩效管理的意义 ....... 6
2.1.2 绩效管理和考评的原则 ....... 6
2.2 绩效考评的主要方法分析 .......... 7
2.2.1 主观考评 ....... 7
2.2.2 客观考评 ....... 8
2.3 绩效考评的指标体系 .... 10
2.4 绩效考评指标的权重设置分析11
2.5 考评数据的采集与量化处理 .... 11
2.6 本章小结13
第 3 章 绩效考评数据挖掘模型........14
3.1 A 集团公司背景介绍及绩效开展情况. 14
3.1.1 背景介绍与绩效发展 ......... 14
3.1.2 绩效考评指标体系构建 .... 14
3.2 A 集团公司绩效考评的数据挖掘模型设计..
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