文本描述
A Dissertation Submitted to
China University of Geosciences for Master of
Professional Degree
Study on the Improvement of Performance Appraisal
System of Railway Engineering Co. Ltd.
Master Candidate: Li Xiaoyan
Professional Degree: Business Administration
Dissertation Supervisor: Prof. He Dayi
Associate Supervisor: Yu Tao
China University of Geosciences (Beijing)
声明
本人声明所呈交的论文是我个人在导师指导下进行的研究工作及取得的研
宄成果。尽我所知，除了文中特别加以标注和致谢的地方外，论文中不包含其他
人已经发表或撰写过的研宄成果，也不包含为获得中国地质大学或其它教育机构
的学位或证书而使用过的材料：e与我一同工作的同志对本研宄所做的任何贡献均
已在论文中作了明确的说明并表示了谢意＆
签名：＾日期：训m
关于论文使用授权的说明
＃
本人完全了解中国地质大学有关保留、使用学位论文的规定，即：学校有权
保留送交论文的复印件，允许论文被查阅和借阅；学校可以公布论文的全部或部
分内容，可以采用影印、缩印或其他复制手段保存论文。
4开□保密（年）（保密的论文在解密后应遵守此规定）
签名：＿导师签名：4
十
＾乂曰期：
摘要
薪酬制度、绩效管理、企业文化情况，对员工积极性起到直接的作用。人力
资源管理部门作为公司协调运转部门，以制度为支撑，以科学理念为主线，通过
企业文化平台搭建、薪酬设计、绩效管理充分调动员工的工作积极性，增强公司
员工的凝聚力，谋得公司利益最大化。铁运工程有限公司作为大型国有集团企业
的下属的分公司，其绩效考核工作在继承集团考核方式与方法的优势的同时，也
不可避免的带有考核方案过于老化、激励不到位、指标设置不合理等诸多的不足
之处
本文在对绩效考核管理的理论与方法梳理的基础上对绩效考核的概念、管理
理论框架、激励理论以及国外的研究动态进行了综述；从铁运公司的基本情况、
目前绩效考核的现状以及具体实施考核办法对铁运建筑工程公司的员工绩效管
理现状进行详细分析；发现铁运工程有限公司的绩效管理在考核的职责分配、内
容及权重设置、考核时点、结果应用以及与整体目标的一致性等方面存在的问题、
原因和不足，结合企业发现现状以及绩效管理的相关理论，论文深入分析了公司
绩效管理产生的问题；并在此基础上针对问题提出铁运公司绩效管理体系的优化
方案，重新设置对各个职能部门考核的指标及权重，然后从过程绩效考核角度出
发，提出了从经济效益指标、施工产值指标、市场信誉指标和基础管理指标等进
行分类过程绩效管理的具体改进方案与建议，且从提高认识，结合实际制定制度，
抓好实施，不断总结与定期检查等几个方面给出绩效考核方案实施的具体制度，
最后从执行新工资方案增资部分自行创收解决与调整、月绩效工资考核比例调整
以及强化绩效考核结果的运用等几个方面对铁运建筑工程公司绩效考核效果进
行评价与持续改进
本文的研究能为铁运建筑工程公司的绩效管理的进一步优化提供切实有效
的对策与解决方案；同时，也能够为其它类似的公司的绩效管理优化提供参考与
借鉴
关键词：绩效考核，铁运建筑工程公司，方案优化
Abstract
Compensation system, performance management, corporate culture play a direct
role in the enthusiasm of the staff. Human resources management sector as the
coordination department, through the enterprise culture platform to build,
compensation design, performance management and a series of factors, and fully
mobilize the enthusiasm of the staff, enhance the company's cohesion of staff, seeking
the maximum profit for the company. Human resource management in system as the
support, by using scientific concept as the main line, give employees a sense of
belonging. Human resource management is a comprehensive discipline integration
management skills. The human resource department of the company by inspiring the
enthusiasm of the staff, to its own staff development, realize the company to maximize
their own interests. Employee emotion directly determines the efficiency of staff,
training staff to positive mood is the core of human resources management link.
Railway Construction Engineering Company as a subsidiary of the large
state-owned enterprise group, its advantages and methods of performance appraisal
work in succession assessment of group at the same time, also with the evaluation
scheme inevitably too aging, incentives are not in place, lack of cultural construction
and many other shortcomings.
In this paper, Based on the theory and method of performance appraisal
management on carding the concept of performance appraisal management theory,
incentive theory, performance evaluation theory and foreign research dynamic review;
and then through the method of performance evaluation of process management, from
the basic situation, the present situation of railway transportation company
performance appraisal and implementation evaluation methods of Railway
construction engineering company employee performance management status is
analyzed in detail; found the existing problems of performance management in
railway construction engineering company, the assignment of responsibilities,
assessment content and weight setting, assessment, and application results and
objectives consistent with the overall aspects and shortcomings, find the current
situation and related theories of performance management combined with the
enterprise, this paper analyzed the causes of these problems, and on the basis of
performance management; On the issue of optimization of performance management。
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