合理而有效的企业绩效考核和其评估体系尤显重要。绩效管理为企业员工指明了
努力方向，它是企业员工主体价值和工具价值的统一，然而，在企业的实际运营
中，如何对高效的绩效管理体系进行构建，对企业发展，发挥一定的激励作用，
是企业管理层的难题，也是目前特别是我国国有企业亟待解决的普遍问题。尽管
目前大多数企业都都对绩效管理体系进行了构建，但效果并不理想。本论文研究
对象的绍兴滨海水务公司，经过多年发展，在绩效管理方面，还有很多问题存在，
亟待对问题进行解决

本文以相关绩效管理理论为基础上，吸取同行业企业的经验教训，研究绍兴
滨海水务公司存在的绩效管理问题。由此，在原有绩效管理制度的基础上，采取
问卷调查、员工访谈等研究方法，对本公司绩效管理中存在的问题进行明确。由
此，为提高本企业利润，制定出具体绩效改进方案和其实施步骤等，其中也包括
具体实施方案、保障性措施和相关评价。在本论的结论部分得出了相关的研究结
论，并指出本论研究不足，旨在为现阶段以本企业为代表的我国中小企业绩效管
理方面提供新的思路和启示

关键词：绍兴滨海水务公司；公司绩效管理；人力资源管理；绩效评价工商管理硕士专业学位论文
IV
ABSTRACT
The competition of modern enterprises is the competition of people to a great
extent, the enterprise must rely on the enterprise task of enterprise talents efficiently.
And the enterprise performance management, can play an effective incentive to
employees. Reasonable and effective enterprise performance evaluation and the
evaluation system of performance management is particularly important. Pointing out
the direction for the enterprise the staff, which is the unity of enterprise employees,
the main value and instrumental value. However, in the actual operation of enterprises,
how to build an effective performance management system, the development of the
enterprise, incentive to play the role of the enterprise management is a difficult
problem to be solved, is currently especially state-owned enterprises in China A
common problem. Although most of the enterprises are on the performance
management system construction, but the effect is not ideal. In the study, the
Shaoxing Binhai Water Service Company, after years of development, in terms of
performance management, there are a lot of problems, the problem solving urgently.
Based on the related theory of performance management as the basis, draw
lessons from enterprises in the same industry, the performance management problems
of Shaoxing Binhai Water Service Company. Therefore, based on the original
performance management system, adopt questionnaire survey, staff interviews and
other research methods, the existing in the performance management of the company
in issue clear. Thus, for to improve the profits of enterprises, develop specific
performance improvement plans and implementation steps, including specific
implementation plan, security measures and related evaluation. In the conclusion that
the relevant research results, and points out the shortage of the research, aimed at the
present stage to the enterprises as the representative of the I SMEs in China to provide
new ideas and inspiration
Key words: human resource management; performance management; performance
evaluation绍兴滨海水务公司绩效管理研究
V
目录
1 绪论....1
1.1 选题背景.........1
1.2 研究意义.........2
1.3 文献综述.........2
1.3.1 国外研究现状..2
1.3.2 国内研究现状..4
1.4 研究方法.........6
1.4.1 调研问卷法......6
1.4.2 深度访谈法......6
1.4.3 查阅文献资料法...........7
1.5 论文结构..........7
2 绩效管理方法和体系设计....8
2.1 绩效管理的方法.........8
2.1.1 平衡计分卡管理法......8
2.1.2 关键绩效指标管理法10
2.1.3 目标管理法....10
2.1.4 360 度绩效考评管理法.........11
2.2 绩效管理的体系设计...........11
2.2.1 体系内容........11
2.2.2 设计原则........11
3 绍兴滨海水务公司绩效管理剖析..13
3.1 案例简介.......13
3.1.1 绩效目标的确定.........13
3.1.2 绩效考核办法及指标13
3.2 绍兴滨海水务公司绩效管理存在的问题...14
3.2.1 绩效管理不具系统性，没有形成合力.........15
3.2.2 绩效目标的设定不明确，缺乏绩效计划.....15
3.2.3 员工普遍认为绩效管理就是绩效考核........16
3.2.4 绩效管理中采用更多的是负激励，不是正激励.....17
3.2.5 绩效考核结果应用欠佳.........18
3.2.6 绩效改进和辅导不够重视.....19工商管理硕士专业学位论文
VI
4 绍兴滨海水务公司绩效管理体系的再设计..........22
4.1 设计目标及原则.......22
4.1.1 目标....22
4.1.2 原则..22
4.2 部门级绩效体系设计...........23
4.2.1 职能部门........23
4.2.2 生产部门........23
4.3 职工级绩效体系设计...........24
4.3.1 中层干部........24
4.3.2 基层职工........24
4.4 提升绍兴滨海水务公司绩效管理的措施
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