西安建筑科技大学硕士学位论文
A能源公司生产单位责任人绩效考核方案研究
专业：工商管理
硕 士 生：张国桥
指导教师：韦海民副教授
摘 要
能源是国家经济发展的基础。随着全球化进程的加快，我国能源企业逐渐与
国际市场接轨。面临更为严峻的市场竞争，我国能源企业应更好的发挥员工的价
值，提升企业的竞争力。相对于民营企业，国有能源企业在人力资源管理方面需
进一步完善，需充分认识到人才是企业发展的关键，而加强人力资源管理的关键
在于合理的绩效考核。A能源公司是我国国有能源企业的一员，近些年为了进一
步贯彻企业发展战略，提升企业竞争力，需进一步完善企业人力资源管理工作，
重点改善人力资源考核方法
基于此，文章以A能源公司生产单位责任人为例，在对该公司生产单位责
任人绩效考核方案现状调研的基础上，对该公司的生产单位责任人绩效考核改善
进行了研究。首先，文章通过问卷调查和访谈调查，了解了目前A能源公司在生
产单位责任人绩效考核方案方面存在的问题：绩效考核指标不完善，绩效考核指
标权重确定方法不合理等。继而，依据调研得出的问题，文章完善了绩效考核方
案，包括绩效考核原则、机构等，并基于绩效考核指标体系构建的原则构建了新
的绩效考核指标体系。最后，文章运用层次分析法对确定的绩效考核指标权重进
行了确定，运用模糊综合评判法，对A能源公司X矿业公司责任人的绩效现状
进行了综合评价。通过综合评价得出，A能源公司X矿业公司责任人的绩效考
核结果为合格
文章以A能源公司为例，通过对该公司生产单位责任人绩效考核方案现状
调研，问题分析，对生产单位责任人绩效考核指标体系构建，可为A能源公司合
理开展生产单位责任人绩效考核工作提供借鉴，也可为其他公司完善绩效考核工
作提供参考
关键词：A能源公司；绩效考核；层次分析法；模糊综合评判法
西安建筑科技大学硕士学位论文
A Study on the Performance Appraisal Plan of A Company's
Production Unit Responsibility
Specialty: MBA
Name: Zhang Guoqiao
Instructor: Associate Prof.Wei Haimin
ABSTRACT
Energy is the foundation of the country's economic development. With the
acceleration of globalization, China's energy enterprises gradually converge with the
international market. In the face of more severe market competition, China's energy
enterprises should give full play to the value of their employees and enhance their
competitiveness. Relative to private enterprises, state-owned energy enterprises need to
further improve human resources management, fully aware of the key to the
development of enterprises, and strengthen the key to human resources management is
the reasonable performance appraisal. A Energy Company is a member of China's state-
owned energy companies. In recent years, in order to further implement the enterprise
development strategy and enhance the competitiveness of enterprises, it is necessary to
further improve the human resources management of enterprises and to focus on
improving the human resource assessment methods.
Based on this, the article takes the person in charge of the production unit of A
Energy Company as an example, and studies the improvement of the performance
appraisal of the responsible person in the production unit of the company on the basis
of the investigation of the status quo of the person in charge of the production unit of
the company. First of all, through the questionnaire survey and interviews, the article
understands the current A energy company's problems in the performance appraisal of
production units: the performance appraisal index is not perfect and the performance
appraisal index weight determination method is not reasonable. Then, based on the
research findings, the article determines the performance appraisal program, including
西安建筑科技大学硕士学位论文
the performance appraisal principles and institutions, and builds a new performance
appraisal index system based on the principle of performance appraisal index system
construction. Finally, the article uses the analytic hierarchy process to determine the
weight of the determined performance appraisal index, and uses the fuzzy
comprehensive evaluation method to comprehensively evaluate the performance status
of the responsible person of the A energy company X Mining Company. Through
comprehensive evaluation, the performance appraisal result of the responsible person
of A Energy Company X Mining Company is qualified.
This article takes A energy company as an example, through the investigation and
analysis of the performance appraisal of the responsible person of the production unit
of the company, the construction of the performance appraisal index system for the
proprietor of the production unit can provide reference for the A energy company to
carry out the performance appraisal of the proprietor of the production unit reasonably ,
But also for other companies to improve performance appraisal work to provide a
reference.
Keywords: A energy company, performance appraisal, AHP, fuzzy
comprehensive evaluation。