企业随着管理的优化、管理观念的改善、管理者素质提高，越来 越多管理者意识到绩效考核实施的意义所在，并逐步将绩效考核列为 企业管理的核心。最近几年企业逐渐从传统僵硬的人事管理转向现代 科学人力资源管理，企业都在努力寻求适合自身的绩效考核体系。面 对许多企业目前还是处于陈旧的管理状态，企业职能部门设置随意性 较大，业务流程不太畅通，职能边界线不是很清晰，部门之间缺乏更 大程度的沟通，仅仅依靠简单粗略的管理模式来解决市场遇到的问 题，由此急迫需要有一个正确完整的绩效考核理念，重新构建一个无 缺陷的、有效的绩效考核体系，提升企业内部及外部综合竞争力。 本文对 A 企业的研究中发现，A 企业的绩效考核工作存在着诸多 问题，考核指标设立相对有些不完善，考核周期设置相对不合理、考 核结果缺乏反馈和应用短期化等，这些问题都是需要加以改进和优化 的。笔者提出了需要实施差异化的考核制度来提升企业的人力管理水 平。在选择绩效考核指标时，设置权重比例进行科学考核，这些都是 一些方法上的有效尝试。 在本文中笔者强调了要加强制度化考核的建设，包括了反馈制 度，申述制度等。加强职业技能培训，将企业的价值观融入到考核和 培训中。另外在人力资源管理绩效考核工作上笔者一直希望研究较为 深入，在这方面能有所研究和提升。因此本论文主要针对 A 企业绩效 考核的现状，运用理论与实际相结合的方法，尝试提出并制定一个适 合 A 企业人力资源管理实际情况的绩效考核方法。 关键词，绩效，绩效考核，优化 论文类型，调查研究报告II THE RESEARCH OF THE OPTIMIZAYION INA ENTERPRISE PERFORMANCEAPPRAISALSCHEME ABSTRACT Enterprises with the optimization of management, the improvement of the management idea, the improvement of the managers ability, the enterprise manager focus more realize in the meaning of performance appraisal implementation, and take the performance evaluation as the core of enterprise management. In recent years, the enterprise have taken the management gradually from the traditional simple rigid personnel management to the modern scientific human resources management, enterprises are trying to seek for the performance evaluation system. At the situation of many enterprises still in the old management model, the functions of the enterprise are set up the optional gender is big, and poor in the business processes, functional boundary is not clear, lack of mutual communication between departments, only rely on the simple rough or enterprise management mode to solve market problems, so the enterprise urgently need to have a complete performance appraisal right concept, to rebuild effective performance evaluation system to promote the competitiveness in the internal and external enterprise. Enterprise in this paper, the study found that A performance appraisal work exists many problems, such as assessment indicators and assessment cycle set unreasonable, the assessment results lack of feedback and application of A lot and so on. These questions need to be improved and optimized. In the content the writer focus on conducting differentiation appraisal system to promote enterprise human resource management level to select the performance appraisal index, to set the weight proportion to make scientific appraisals. These are all new attempt in the appraisal. In this article the writer focus to strengthen the building of institutionalization of the inspection, include feedback and allege. Strengthen the professional skill training, to make the enterprise value put into the assessment training. Combined with the author interest in the performance appraisal of human resource management work , and hope to do research in this area and make some promotion. So this is mainly based on the status of A enterprise performance appraisal, Combined with the method of integrating theory and practice, and try to put forward and develop a suitable method for A enterprise performance appraisal method of enterprise human resources management actual situation. Keywords: Performance; Performance appraisal; Optimize TYPE OF DISSERTATION / THESIS: Investigation Report浙江工业大学硕士论文 A 企业绩效考核优化方案研究 III 目 录 1 绪论..........................................................................................................1 1.1 研究背景与意义.............................................................................................1 1.1.1 研究背景..............................................................................................1 1.1.2 研究意义..............................................................................................1 1.2 研究思路、内容与方法.................................................................................2 1.2.1 研究思路..............................................................................................2 1.2.2 研究内容..............................................................................................2 1.2.3 研究方法..............................................................................................3 2 理论基础与文献综述.............................................................................5 2.1 理论基础.........................................................................................................5 2.1.1 绩效考核概述......................................................................................5 2.1.2 绩效考核相关理论..............................................................................6 2.2 文献综述.........................................................................................................9 2.2.1 国外研究综述......................................................................................9 2.2.2 国内研究综述....................................................................................10 3 A 企业员工绩效考核现状分析............................................................13 3.1 A 企业发展概况............................................................................................13 3.2 A 企业员工绩效考核现状............................................................................15 3.2.1 绩效考核方式和考核内容................................................................15 3.2.2 考核周期............................................................................................16 3.2.3 考核结果评定与应用........................................................................16 3.3 A 企业员工绩效考核存在问题与成因........................................................16 3.3.1 A 企业员工绩效考核存在的问题.....................................................16 3.3.2 A 企业员工绩效考核存在问题的成因.............................................19 4 A 企业员工绩效考核方案优化............................................................21 4.1 A 企业员工绩效考核方案优化的思路与目标............................................21 4.1.1 A 企业员工绩效考核方案优化的思路.............................................21 4.1.2 A 企业员工绩效考核方案优化的目标.............................................21 4.2 A 企业员工绩效考核方案优化的基础准备工作........................................22 4.2.1 取得领导和员工的支持....................................................................22 4.2.2 实施工作分析....................................................................................22 4.2.3 明确绩效考核体系中各方的职责....................................................23 4.3 A 企业员工绩效考核方案优化设计............................................................23 4.3.1 绩效考核指标的设计........................................................................23浙江工业大学硕士论文 A 企业绩效考核优化方案研究 IV 4.3.2 设置考核指标权重............................................................................26 4.3.3 绩效考核周期....................................................................................27 4.3.4 考核过程优化....................................................................................27 5 A 企业员工绩效考核方案实施的保障措施.......................................31 5.1 组织保障.......................................................................................................31 5.2 制度保障.......................................................................................