- I - 摘要 目前国内经济增速由高速转为中高速，增长动力减弱，经济形势严峻，建筑行 业发展态势转下，建筑相关行业遭遇寒冬期。JH 公司是主营建筑检测业务的国有企 业，随着建筑行业发展态势下降，公司效益受到影响，目前企业内部人员管理散乱， 企业生产成本高，因此加强绩效管理，制定科学的绩效考核体系，控制生产成本， 增加企业效益迫在眉睫。对 JH 公司进行有针对性的调研研究，以期实现国有企业 由传统型向现代型转变，为了更好的调动企业员工的工作积极性，有必要尝试运作 新的绩效考核体系，摸索出适合企业发展的绩效考核制度，从而使企业保持更高活 力，不断研究新时期绩效体系，保持企业时代改革性，以应对市场环境对公司发展 的挑战和要求。 本文以 JH 公司员工绩效考核为研究对象，首先对企业绩效考核国内外的相关 理论进行了梳理，探讨绩效考核对企业发展的长远意义，首先在理论层面为企业绩 效考核打下坚实基础；第二，本次设计针对 JH 公司现行绩效考核进行探究，重点 对员工绩效考核体系存在的问题及原因进行了分析，为系统化建立绩效考核体系奠 定坚实基础。在分析过程中对 JH 公司员工绩效考核现状以及出现的问题进行探究， 对绩效考核体系进行了重新设计，确定了以 KPI 考核为基础的考核办法，并对公司、 部门、岗位三级 KPI 考核指标、权重、评分标准进行制定。最后，设立企业内部绩 效考核管理办公室，办公室定周期对企业员工进行监督，制定考核审定表格，为企 业活力健康发展提供制度保证。期待本论文为国内其它建筑检测公司的员工绩效考 核提供一定的借鉴价值。 关键词，绩效管理；绩效考核；KPI；JH 公司燕山大学工商管理硕士学位论文 - II - Abstract At present, domestic economic growth rate has significantly declined. Due to the severe economic situation, the development trend of the construction industry has soured and construction-related industries have suffered from an unusually cold winter. JH is a state-owned enterprise with building inspection as its main business. As the development trend of the construction industry declined, the company’s profitability has been affected. Since it is not easy to increase income, decreasing expenditures has been a principal goal. Currently, the company is facing several problems, including disorganized employee management, poor employee competitiveness, high production costs and low work efficiency. Thus, it is urgent to strengthen employee performance management, develop a scientific performance appraisal system, control production costs and stimulate employee’ enthusiasm in order to increase corporate efficiency. The research and principal conclusions on JH company’s organizational strategy, corporate culture and performance appraisal work are of great significance to make headways in establishing a performance appraisal system, carry out performance appraisal work, and make the transition from a state-owned enterprise to a modern enterprise as efficiently as possible. By improving internal management efficiency, stimulating employees’ enthusiasm, increasing corporate vitality and enhancing innovation in the company performance appraisal system, the company will be better equipped to cope with the challenges and requirements of the market. This paper has JH company employee performance appraisal as its principal objective. First, it sorts out relevant theories of enterprise performance appraisal both at home and abroad, and it discusses the long-term significance of performance appraisal to the development of an enterprise, laying down the theoretical foundation of enterprise appraisal system design. Second, it analyzes the current performance appraisal system of the JH company, focusing on its existing problems, which provides a basis for the designAbstract - III - of a new improved performance appraisal system. Third, the company performance appraisal system is redesigned, the KPI-based appraisal method is determined, and the indicators, weights and scoring standards of the KPI assessment for the company are evaluated. Finally, the company performance appraisal management office is set up to specify the appraisal cycle and appraisal subject, which ensures the implementation of the performance appraisal system. It is expected that this paper may provide some reference value for the performance appraisal work of other construction companies in China. Keywords，Performance management; Performance appraisal; KPI;JH company目 录 - V - 目 录 摘要....................................................................................................................................I ABSTRACT.........................................................................................................................II 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.............................................................................................................2 1.2 国内外研究现状.......................................................................................................3 1.2.1 国外研究现状.....................................................................................................3 1.2.2 国内研究现状.....................................................................................................5 1.2.3 国内外研究现状评述........................................................................................ 7 1.3 研究内容和研究方法.............................................................................................. 8 1.3.1 研究内容.............................................................................................................8 1.3.2 研究方法.............................................................................................................9 第 2 章 绩效考核相关理论...............................................................................................11 2.1 绩效考核的内涵.....................................................................................................11 2.2 绩效考核的原则.....................................................................................................13 2.2.1 实用性原则.......................................................................................................13 2.2.2 客观公平性原则.............................................................................................. 13 2.2.3 全面性原则.......................................................................................................13 2.2.4 公开性原则.......................................................................................................14 2.3 KPI 关键指标考核法..............................................................................................14 2.3.1 KPI 考核法的内涵............................................................................................14 2.3.2 KPI 考核法的特点............................................................................................15 2.3.3 KPI 考核的制定方法........................................................................................16 2.4 本章小结.................................................................................................................17 第 3 章 JH 公司员工绩效考核现状分析.........................................................................18燕山大学工商管理硕士学位论文 - VI - 3.1 JH 公司概况............................................................................................................18 3.2 JH 公司组织结构....................................................................................................18 3.3 JH 公司人力资源特点............................................................................................19 3.3.1 JH 公司员工职称结构......................................................................................19 3.3.2 JH 公司员工学历结构......................................................................................20 3.3.3 JH 公司员工年龄结构......................................................................................21 3.4 JH 公司核心业务流程............................................................................................21 3.5 JH 公司员工绩效考核与绩效薪酬........................................................................22 3.5.1 JH 公司员工绩效考核......................................................................................22 3.5.2 JH 公司员工绩效薪酬......................................................................................23 3.6 JH 公司员工绩效考核存在的问题........................................................................24 3.7 JH 公司员工绩效考核问题原因分析....................................................................25 3.8 本章小结.................................................................................................................26 第 4 章 JH 公司员工绩效考核体系设计.........................................................................27 4.1 JH 公司员工绩效考核体系设计的原则和思路....................................................27 4.1.1 JH 公司员工绩效考核体系设计的原则..........................................................27 4.1.2 JH 公司员工绩效考核体系设计的思路..........................................................27 4.2 JH 公司员工绩效考核方法的确定........................................................................28 4.3 JH 公司员工绩效考核 KPI 指标设计................................................................... 29 4.3.1 公司级 KPI 指标设计......................................................................................30 4.3.2 部门级 KPI 指标设计......................................................................................32 4.3.3 岗位级 KPI 指标设计......................................................................................34 4.4 KPI 权重设定..........................................................................................................37 4.4.1 公司级 KPI 权重设定......................................................................................39 4.4.2 部门级 KPI 权重设定......................................................................................41 4.4.3 岗位级 KPI 权重设定......................................................................................42 4.5 绩效考核标准.........................................................................................................43 4.5.1 公司级 KPI 评分标准......................................................................................43 4.5.2 部门级 KPI 评分标准......................................................................................45目 录 - VII - 4.5.3 岗位级 KPI 评分标准......................................................................................46 4.6 绩效考核的组织与实施........................................................................................ 47 4.6.1 绩效考核组织...................................................................................................47 4.6.2 绩效考核实施...................................................................................................48 4.7 绩效考核结果的反馈与复议................................................................................ 49 4.7.1 绩效考核反馈...................................................................................................49 4.7.2 绩效考核复议...................................................................................................50 4.8 绩效考核结果运用.................................................................................................50 4.8.1 考核结果在薪酬方面的运用..........................................................................51 4.8.2 考核结果在人事任免方面的运用..................................................................51 4.8.3 考核工作改进...................................................................................................52 4.9 本章小结.................................................................................................................53 第 5 章 JH 公司员工绩效考核实施保障.........................................................................54 5.1 营造绩效考核运行环境........................................................................................ 54 5.1.1 开展绩效考核宣传.......................................................................................... 54 5.1.2 开展绩效考核培训.......................................................................................... 55 5.2 完善考核制度.........................................................................................................55 5.3 做好绩效沟通.........................................................................................................56 5.4 加强激励保障.........................................................................................................57 5.5 本章小结.................................................................................................................57 结 论.................................................................................................................................58