株洲市城市建设发展集团有限公司的经营业绩和企业规模近年来发展迅速， 但公司的人力资源管理的水平并没有跟上发展步伐，特别是人力资源管理的核心 ——绩效管理极为滞后，日益成为集团持续健康发展的瓶颈。公司迫切需要通过 深化人力资源改革，全面提升绩效管理水平，来促进企业的快速发展，进而提升 企业市场化竞争力。 本文以人力资源管理和组织行为学等相关理论为基础，有针对性提出了一套 适合株洲市城市建设发展集团自身特色的绩效管理改进方案。首先，通过文献研 究和实地走访，对株洲市城市建设发展集团的员工绩效管理现状进行调查，分析 了集团在员工绩效管理方面的问题及原因；然后，结合现代员工绩效管理理论和 株洲市城市建设发展集团的特点，从绩效管理指标、绩效管理程序、绩效辅导与 申诉、绩效结果运用等方面进行针对性的员工绩效管理改进方案设计；最后，进 一步提出了株洲市城市建设发展集团员工绩效管理改进方案的实施计划，并对方 案的实施效果进行跟踪评估。 本文的研究结果表明，绩效管理体系的成功导入是规范企业行为、塑造企业 文化的优秀方法，已成为企业战略实施的重要保障。株洲市城市建设发展集团的 员工绩效管理改进研究与实践，不仅促进了自身经营效率和核心竞争力的提升， 而且在一定程度上对其它城建平台公司的绩效管理工作开展有着较强的借鉴意 义。 关键词，株洲市城市建设发展集团；员工绩效管理；改进高级管理人员工商管理硕士学位报告 III Abstract The operating performance and the scale of the enterprise of Zhuzhou City Construction and Development Group developed rapidly in recent years, but the company's human resources management level and did not keep up with the pace of development of modern enterprises, especially the core of human resources management -- especially after the performance management, which will seriously affect the group's core competitiveness, become the bottleneck group bigger and strong. Therefore, the group must deepen the reform of human resources, strengthening the concept of performance management, by improving the level of performance management, and promote the rapid development of enterprises, to win the competitive advantage in the fierce market competition. This article takes the theory of human resource management and organizational behavior as the basis, using a variety of methods, and put forward for the Zhuzhou City Construction and Development Group own a set of performance management improvement program. Firstly, through literature research and enterprise visit, this article analyzes the present situation of the employee performance management in Zhuzhou City Construction and Development Group, and the problems and reasons of the group in the employee performance management. Secondly, according to the modern employee performance management theory and the characteristics of Zhuzhou City Construction and Development Group，this article designs a pragmatic plan to improve the group’s employee performance management. The plan rests on four elements, including performance index management, performance process management, performance counseling and performance result application. Endly, it describes how to implement the plan of improvement for the group’s employee performance management, and tracks and evaluates the effect of the implementation. The results of this research show that the successful introduction of the performance management system is the excellent method for standardizing enterprise behavior and shaping enterprise culture. The research and practice on Zhuzhou City Construction and Development Group’s employee performance management is not株洲市城市建设发展集团员工绩效管理改进方案研究 IV only valid for its management efficiency and core competitiveness improvement, but also helpful to the other city construction company. Key Word: Zhuzhou City construction and Development Group; Performance Management; Improvement高级管理人员工商管理硕士学位报告 V 目 录 学位报告原创性声明和学位报告版权使用授权书 ................................................... I 摘要........................................................................................................................II Abstract ....................................................................................................................III 插图索引 ................................................................................................................. VII 附表索引 ................................................................................................................VIII 第 1 章 绪 论 ...........................................................................................................1 1.1 研究背景与研究意义 ......................................................................................1 1.1.1 研究背景 ...................................................................................................1 1.1.2 研究意义 ...................................................................................................1 1.2 理论基础与文献综述 ......................................................................................2 1.2.1 理论基础 ...................................................................................................2 1.2.2 文献综述 ...................................................................................................5 1.3 研究思路与研究内容 ......................................................................................7 1.3.1 研究思路 ...................................................................................................7 1.3.2 研究内容 ...................................................................................................8 第 2 章 株洲城发集团员工绩效管理现状分析 .........................................................9 2.1 集团基本情况 ..................................................................................................9 2.2 集团员工绩效管理的现状.............................................................................10 2.2.1 组织环境 ..................................................................................................10 2.2.2 人员配备 ..................................................................................................11 2.2.3 员工绩效管理模式 ...................................................................................12 2.3 集团员工绩效管理的问题及原因分析 .........................................................14 2.3.1 缺乏科学的全面规划 ..............................................................................14 2.3.2 绩效管理推进力度不足 ..........................................................................14 2.3.3 个人激励与团队绩效的关联度低 ...........................................................15 2.3.4 激励少而惩罚多，奖罚不对等 ...............................................................15 2.3.5 绩效考核指标设计不科学 ......................................................................15 第 3 章 株洲城发集团员工绩效管理改进方案设计 ...............................................17 3.1 员工绩效管理原则及目标.............................................................................17 3.1.1 管理原则 ..................................................................................................17 3.1.2 管理目标 ..................................................................................................17株洲市城市建设发展集团员工绩效管理改进方案研究 VI 3.2 员工绩效管理指标设计 ................................................................................18 3.2.1 设计方法 ..................................................................................................18 3.2.2 集团战略要求 ...........................................................................................19 3.2.3 岗位关键业绩指标设计 ...........................................................................21 3.3 员工绩效管理程序 ........................................................................................23 3.3.1 考核人 .....................................................................................................23 3.3.2 考核周期 .................................................................................................24 3.3.3 考核流程 .................................................................................................25 3.4 员工绩效结果应用 ........................................................................................26 3.4.1 薪酬调整 ..................................................................................................26 3.4.2 职务调整 ..................................................................................................27 3.4.3 教育培训 ..................................................................................................28 第 4 章 株洲城发集团员工绩效管理方案实施 .......................................................29 4.1 方案推进计划 ................................................................................................29 4.2 方案实施的保障措施 ....................................................................................30 4.2.1 明确职责分工 ..........................................................................................30 4.2.2 严格执行实施计划 ..................................................................................31 4.3 方案实施的效果评估 ....................................................................................32 4.3.1 KPI 功能进一步加大 ................................................................................33 4.3.2 员工绩效管理体系构成清晰 ...................................................................33 4.3.3 员工绩效管理指导思想和薪酬激励合理 ...............................................33 结 论.......................................................................................................................34