摘要 随着我国医药市场的开放,竞争也越来越激烈。无论是医药生产企业还是医药流通 企业既面临着机遇,也面临着挑战。在我国现有医药流通领域中,许多国有大型医药商 业企业通过改革、重组后却还是发展缓慢,竞争力不强。究其原因大多都是由于管理不 善成。作为现代化企业,完善的管理必不可少,其中人力资源方面也占有举足轻重的地, 而在人力资源管理中,作为核心组成部分的绩管理就是重中之重。 为解决绩效考核制度在国有医药企业中应用时所出现的问题,本文以HY医药商业 集团的绩效考核作为研究对象。作为典型的重组国有医药商业企业,通过对HY集团的 绩效考核制度所出现的问题进行归纳总结,认为HY集团绩效考核中的弊病在于企业对 绩效考核认识不足,没有与战略目标结合,考核指标设置不科学,没有绩效反馈和考核 结果应用单一等。虽然在该企业在发展的道路中尝试着绩效管理上的改进,但却由于绩 效考核制度上的缺陷使得HY集团在实现战略目标过程中却是收效甚微,尤其在人力资 源管理的建设方面绩效考核制度没有起到良好的推动作用。 经过对现代企业适用的绩效考核方法的各种理研究,本文选择以平衡计分卡为侧重 点,结合关键绩效指标法和目标管理法等作为本文的理论支撑依据,重新优化了HY集 团绩效考核方案。该优化方案中,充分结合企业的战略目标,以平衡计分卡的四个维度 来设置关键绩效指标,科学配比权重,对HY集团企业人员进行绩效考核。优化后的绩 效考核方案完善了绩效考核制度实现企业战略目标的推进作用,通过分析岗位职责和特 性,使得整个方案更加公正客观。对于考核结果的反馈和应用都有所改善。 通过对HY集团绩效考核制度的优化设计,可以增进该企业对绩效考核的认识,改 进企业人员的绩效,促进企业战略目标的实现。另一方面,在设计优化方案时,将理论 应用于实际,对解决企业绩效考核制度常见的问题提供一定的帮助,为其它企业在改善 绩效时提供事实依据和参考借鉴。 【关键词】医药流通企业绩效考核平衡计分卡 【研究类型】应用研究 学员签名:身认 导师签名: Title: Optimization scheme research on the employee performance appraisal of HY medicine group Specialty: Business Administration Name: Guo Yujie Tutor: Wang Fend Abstract With the opening of China's pharmaceutical market, competition is becoming more and more intense. Pharmaceutical production enterprise or medicine circulation enterprises are faced with both opportunities and also faces challenges. Existing in the field of pharmaceutical circulation in our country, many large state-owned pharmaceutical commercial enterprises through reform, reorganization after still slow development, competitiveness is not strong. The reasons are mostly due to poor management. As a modern enterprise, is essential to perfect management, which also occupies important position in human resources. In the human resources management, as a core component of the performance management is the top priority. To solve the performance appraisal system in the state-owned pharmaceutical enterprise application, for the problems in this paper, HY pharmaceutical business group of performance appraisal as the research object. As a typical restructuring state-owned pharmaceutical commercial enterprises, through the performance appraisal system of HY group, the paper summarizes the problems, think that the problems in performance appraisal is the HY group enterprises lack of understanding of performance appraisal, not combine with the strategic target, assessment index set is not scientific, without using 狂 single performance feedback and the assessment results. Although in the enterprise in the path of development, try to performance management improvements, but because of the flaws of the performance appraisal system makes the HY group in the process of achieving strategic is ineffective, especially in the construction Signature: G{\iO Signature: \J^ aspect of human resource management performance appraisal system did not play a good role in promoting. After apply to the modern enterprise performance evaluation methods of all kinds of research, this paper selected using the balanced scorecard as the focus, as such as key performance indicators method and target management combining with the theory support of this article, the HY group performance appraisal scheme was optimized. The optimization scheme, fully combined with enterprise's strategic target,to four dimensions of balanced scorecard to set the key performance indicators, scientific weight ratio, the HY group enterprise personnel performance appraisal. Optimized performance appraisal scheme improved the performance appraisal system to realize the enterprise strategic objectives to promote role, through the analysis of post responsibility and features, make the plan more fair and objective. For the feedback and application of the assessment results are improved. Through the optimization of HY group performance appraisal system design, can improve the enterprise to the understanding of the performance appraisal, improve enterprise staffs performance, promote the enterprise strategic target realization. On the other hand, in the design optimization scheme, applying theory to reality, to solve the problem of enterprise performance evaluation system of common provide certain help, provide the basis for other enterprises in improving the performance of reference and reference. 【Key Words 】Pharmaceutical commercial enterprises Performance appraisal Balanced Score Card 【Research Type】 The application research 目录目录 1 导 & 1 1.1选题背景与研究意义 1 1.2研究内容与研究方法 3 1.3基本思路与框架结构 4 1.4本文主要贡献 5 2绩效考核相关理论综述 6 2.1绩效考核的基本原理 6 2.2绩效考核的操作流程 9 2.3绩效考核方法 10 3 HY集团绩效考核现状及存在的问题 19 3.1集团公司概述 19 3.1.HY集团组织机构 20 3.2集团绩效考核现状 20 3.3HY集团绩效考核存在的问题 22 4 HY集团绩效考核的优化方案 28 4.1 HY集团战略背景描述 28 4.2 HY集团绩效考核的优化方案 30 5 HY集团实施绩效考核的保障措施 38 5.1思想保障 38 5.2控制保障 38 5.3激励保障