绩效考核作为人力资源管理的一项重要内容，长期以来一直受到理论界和实业界的 重视，成为社会组织人力资源管理实践中的关键问题。如何才能建立一套适合企业自身 的绩效考核体系，并能够在企业管理实践中顺利实施推进，进而取得明显效果，一直是 国内外企业和研究机构探索的重要课题。K 工程咨询公司在人员构成、组织结构等方面 有其鲜明的特点，因此结合国内的人文环境和工程咨询公司自身特点对知识型员工绩效 考核问题进行研究显得十分必要。 K 工程咨询公司原有的知识型员工绩效考核体系诞生于 2013 年，在初期实施的过程 中对于提升业务规模，加强客户服务发挥了积极作用。但是随着市场环境发生变化，近 年来原有绩效考核已经不能适应知识型员工的需要。本文首先在综述绩效考核相关理论 及方法的基础上，介绍了 K 工程咨询公司知识型员工的人力资源和绩效考核现状。其次， 为了进一步明确绩效考核体系存在的问题，本文通过问卷调查和人员访谈的方法开展研 究，分析现行绩效考核体系存在的问题，包括绩效考核内容不能反映知识型员工的工作 内容、考核方式单一、主观性较强、考核过程缺乏沟通和反馈、考核结果运用不到位等。 通过对知识型员工日常岗位职责的分析，并借鉴前人对于知识型员工绩效考核的研究成 果，本文建立了绩效考核指标体系，利用层次分析法计算了指标权重，并在此基础上， 制定了规范的绩效考核体系的实施流程，在其中更加注重考核双方的沟通和反馈。为了 进一步贯彻落实改进后的绩效考核体系，从组织、文化和制度三个方面提出了有效的保 障措施。 关 键 词：知识型员工；绩效考核；保障措施 研究类型：应用研究III Subject ： Research on performance appraisal of knowledge workers in K engineering consulting company Speciality： MBA Name ： Zhang Wei(signature) 1nstructor：Yang Rong(signature ) ABSTRACT As an important part of human resource management, performance appraisal has long been attached great importance by the theoretical and industrial circles, and has become a key issue in the practice of human resource management in social organizations. How to establish a set of performance management system suitable for the enterprise itself, and how to carry it forward smoothly in the enterprise management practice, and achieve obvious results, has been an important topic for domestic and foreign enterprises and research institutions to explore. K Engineering Consulting Company has its distinct characteristics in personnel composition and organizational structure, so it is necessary to study the performance appraisal of knowledge-based employees in combination with the domestic human environment and the characteristics of engineering consulting company itself. K Engineering Consulting Company's original knowledge-based employee performance appraisal system was born in 2013. In the initial implementation process, it played a positive role in improving business scale and strengthening customer service. However, with the change of market environment, the original performance appraisal has been unable to meet the needs of knowledge workers in recent years. Firstly, on the basis of reviewing the relevant theories and methods of performance appraisal, this paper introduces the current situation of human resources and performance appraisal of knowledge workers in K Engineering Consulting Company. Secondly, in order to further clarify the problems existing in the performance appraisal system, this paper conducts research through questionnaire survey and interviews. The results show that the existing problems in the performance appraisal system The content of performance appraisal can't reflect the work content of knowledge workers. The appraisal method is single and subjective. The appraisal process lacks communication and feedback, and the appraisal results are not used properly.. Based on the analysis of knowledge workers'daily job responsibilities and the previous research results on performance appraisal of knowledge workers, this paper establishes a performance index system, calculates their weights by using analytic hierarchy process, and on this basis, formulates a standardized implementation process of performance appraisal system, in which more attention is paid. Check the communication and feedback from both sides. In order to further smoothlyIV implement the improved performance appraisal system, effective safeguards are put forward from three aspects of organization, system and culture.. Keywords: Knowledge workers; performance appraisal; guarantee Thesis: Application researchV 目 录 第一章 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 .................................................................................................................2 1.2 国内外研究现状 .............................................................................................................2 1.2.1 国外研究现状 .........................................................................................................2 1.2.2 国内研究现状 .........................................................................................................3 1.2.3 研究评述 .................................................................................................................5 1.3 研究思路与结构 .............................................................................................................5 1.3.1 研究思路 .................................................................................................................5 1.3.2 论文结构 .................................................................................................................5 1.4 研究内容与研究方法 .....................................................................................................7 1.4.1 研究内容 .................................................................................................................7 1.4.2 研究方法 .................................................................................................................7 第二章 相关概念和理论.........................................................................................................8 2.1 知识型员工的定义与特点 .............................................................................................8 2.1.1 知识型员工的定义 .................................................................................................8 2.1.2 知识型员工的特点 .................................................................................................8 2.2 绩效考核的相关概念 .....................................................................................................9 2.2.1 绩效和绩效考核的概念 .........................................................................................9 2.2.2 绩效考核的内容 .....................................................................................................9 2.2.3 绩效考核的意义 ...................................................................................................10 2.3 关键绩效指标理论 .......................................................................................................12 2.3.1 关键绩效指标的内涵和作用 ...............................................................................12 2.3.2 关键绩效指标的优缺点 .......................................................................................12 2.3.3 实施关键绩效指标的注意事项 ...........................................................................13 第三章 K 工程咨询公司知识型员工绩效考核现状分析...................................................15 3.1 企业介绍 .......................................................................................................................15 3.1.1 企业概况 ...............................................................................................................15 3.1.2 知识型员工概况 .........................................................................