近年来，随着新媒体的迅猛发展，对传统的平面媒体造成了很大的冲击，在 新媒体不断加大瓜分传统媒体广告份额的情况下，行业报纸面临着严峻的生存压 力和巨大挑战。这就要求平面媒体一方面要加快向网络媒体的转型，另一方面要 加强内部管理，提升自身的管理水平，通过绩效考核来提高员工的绩效，从而提 高报社的经济效益。 绩效考核是人员激励的手段。通过绩效考核，把员工聘用、职务升降、培训 发展、劳动薪酬相结合，使得企业激励机制得到充分运用，并对现实工作做出适 时和全面的评价，便于查找工作中的薄弱环节，发现与现实要求的差距，保持企 业的持续发展和个人的不断进步。 W 报社是个典型的知识型员工单位，原有的绩效考核体系已实施了多年，有很 多地方已经不适应现在的竞争环境了，起不到激励知识型员工的作用了，这就导 致员工积极性不高，骨干员工流失严重，报社缺乏创新性，阻碍了报社的发展。 本文从知识型员工、绩效管理和激励理论入手，对 W 报社绩效考核体系的现状进 行了诊断和分析，着重细化和分解每个岗位的关键绩效考核指标，并将每个员工 的个人绩效与报社绩效紧密联系起来，重新优化和完善了绩效考核体系。经过一 段时间的试行后，员工开始在工作中主动从读者和客户的需要出发，深度挖掘新 闻，积极策划选题，采取多种营销手段，提高了报纸的影响力和竞争力，最终帮 助报社完成了经营目标。 本文通过对 W 报社绩效考核体系的设计、优化和实施，以此求证科学有效的 绩效考核体系能够促进企业内部管理水平提高，员工个人绩效提升，对企业实现 战略目标具有广泛意义。 关键词，知识型员工，绩效考核理论，激励理论 II ABSTRACT In recent years, with the rapid development of the new media, traditional print media experienced a great impact. In the situation that the new media keep eroding the advertising market share, the industry newspaper is facing a huge chanllege. Print media requires one hand to speed up the transition to online media, on the other hand to raise the management level, to improve the productivity of employees through performance assessment, so as to improve the economic efficiency of the newspaper. Performance assessment is a means of incentive. Assessment, hiring, promotion, training, and remuneration altogether make the incentive mechanism work well. For both of the enterprise and individual employee, performance assessment can provide timely and comprehensive evaluation, which make it easy to find where need to improve, and found out the gap with the practical requirements, maintaining sustainable development of enterprises and individuals' continually progress. W News is a typical knowledge based enterprise. The old performance system is no longer meet the current competitive environment, which led to the the staff lack of motivation and enterprise loss of key employees, therefore hinder the development of the enterprise. The paper analyses the status of assessment system of China Electronics News based on the knowledge workers, performance management and incentive theory, focusing on detailed and critical assessment indicators on each position, including KPI indicator. The performance of each employee and the newspaper's performance are linked to re-optimize and improve the performance assessment system. After a period of time of trial, our employees become more motivated, serve the needs of readers and customers better. The depth of mining news is improved and more topics of the news are proposed. A variety of marketing tools is exploited by the employees to improve the newspaper's influence and competitiveness, ultimately help the newspaper to complete the business objectives. This paper presents the design, optimization and implementation of the performance assessment system in W News. And verify that the scientific and effective performance assessment system can promote the level of the enterprise management as well as improve the individual employee performance, from which enterprises benefit to achieve significant strategic objectives. Key Knowledge:Workers, theory of Performance assessment, Incentive theory III 目 录 第一章 绪论 ......................................................... 1 1.1 研究背景及问题的提出......................................... 1 1.2 研究的意义................................................... 2 1.3 研究方法和研究思路........................................... 3 1.3.1 研究方法 ............................................... 3 1.3.2 研究思路 ............................................... 3 第二章 相关理论回顾 ................................................. 5 2.1 关于知识型员工的研究......................................... 5 2.1.1 知识型员工的概念 ....................................... 5 2.1.2 知识型员工的特征 ....................................... 5 2.1.3 知识型员工的素质 ....................................... 7 2.2 关于绩效的相关研究........................................... 7 2.2.1 绩效的含义 ............................................. 7 2.2.2 绩效考核 ............................................... 8 2.2.3 绩效考核的目的及作用 ................................... 8 2.2.4 绩效考核的原则 ......................................... 9 2.2.5 绩效考核的内容 ......................................... 9 2.2.6 KPI 关键绩效指标法..................................... 10 2.3 知识型员工的激励理论和方法.................................. 11 2.3.1 知识型员工的激励理论 .................................. 11 2.3.2 知识型员工的激励方法 .................................. 11 2.4 对现有研究的评述及本文的借鉴................................ 13 第三章 W 报社现行绩效考核体系问题分析............................... 14 3.1 W 报社的概况 ................................................ 14 3.1.1W 报社介绍.............................................. 14 3.1.2 W 报社组织结构......................................... 15 3.1.3 人力资源现状 .......................................... 17 3.2 现行的绩效考核体系的目的和原则.............................. 19 IV 3.2.1 目的 .................................................. 19 3.2.2 原则 .................................................. 19 3.2.3 各岗位 KPI 指标设置 .................................... 20 3.2.4 绩效考核实施办法 ...................................... 26 3.2.5 绩效考核结果的应用 .................................... 28 3.3 现行的绩效考核体系存在的问题................................ 28 3.4 现行的绩效考核体系问题的成因分析............................ 30 第四章 W 报社绩效考核体系优化方案................................... 32 4.1 优化的目的和原则............................................ 32 4.1.1 目的 .................................................. 32 4.1.2 原则 .................................................. 32 4.2 KPI 关键绩效指标的优化设置 .................................. 33 4.2.1 采编岗位 KPI........................................... 34 4.2.2 经营岗位 KPI........................................... 37 4.2.3 支持岗位 KPI........................................... 39 4.2.4 高层管理岗位 KPI....................................... 43 4.3 绩效考核实施方法............................................ 44 4.3.1 定编、定岗、定薪 ...................................... 45 4.3.2 采编、支持、高管岗位 KPI 指标的考核 .................... 46 4.3.2.1 绩效工资的核算 ...................................... 46 4.3.2.2 个人绩效值 .......................................... 46 4.3.2.3 单位绩效值 .......................................... 47 4.3.3 经营岗位 KPI 指标的考核.................................... 47 4.4 绩效考核结果的反馈.......................................... 48 4.5 绩效考核结果的应用.......................................... 49 4.6 实施效果.................................................... 50 4.7 优化前后方案的比较.......................................... 50 第五章 结论和研究展望 .............................................. 53 5.1 本文的主要结论.............................................. 53 5.2 研究局限与展望.............................................. 54 致谢 ............................................................... 55