，进入新世纪，知识经济的时代已经到来，人才资源成为一种核心资源， 成为企业在市场竞争中获胜的法宝。企业要在市场竞争中获胜，最重要的是充分调动 人才资源的工作积极性，开展创造性工作，实现绩效水平的全面提升。在企业日常经 营管理过程中，最重要的就是人力资源管理，而在此项工作中，最主要的就是绩效管 理。 本文主要研究内容如下，首先，要客观深入的认识绩效考核理论。特别是要深 入了解平衡计分卡、关键绩效指标法等绩效考核工具，提高自己的理论水平，寻找并 理清研究的理论依据和思路。其次，通过实地调研收集临沂市政工程公司部门员工绩 效考核情况，从而有了全面的了解。有目的、有计划、有系统地搜集临沂市政工程公 司部门员工绩效考核现实状况或历史状况的材料，包括企业的主要情况、绩效考核情 况。然后，在前文研究的基础上，设计调查问卷对临沂市政工程公司部门员工绩效考 核现状进行调查分析，在此基础上，对其进行问题分析。最后，提出临沂市政工程公 司部门员工绩效考核的优化设计方案，首选明确优化目标及相关原则，在此基础上成 立绩效考核委员会，对绩效考核指标体系进行完善，增进沟通交流，将考核结果进行 广泛应用。此外，提出临沂市政工程公司部门员工绩效考核优化的保障体系，主要包 含绩效考核理念、企业文化、人员培训等内容。 该文确立的研究对象为临沂市政工程公司部门员工，对员工绩效考核指标体系中 出现的问题，进行深入研究，设计优化该体系，采用了平衡计分卡和关键绩效指标法， 有助于临沂市政工程公司员工积极性的提高，充分发挥员工工作潜力，为实现企业战 略规划提供人才保障。此外，还能有效指导行业内其他公司的绩效考核实施。 关键词，绩效考核；KPI；平衡记分卡； 中图分类号，F832.1II Research on staff performance appraisal system of Linyi Municipal Engineering Company based on BSC Abstract:In the new century, the era of knowledge economy has arrived. Talent resources have become a core resource and a magic weapon for enterprises to win in the market competition. In order to win in the market competition, the most important thing is to fully mobilize the enthusiasm of human resources, carry out creative work, and achieve the overall improvement of performance level. In the daily management process of enterprises, the most important thing is human resources management, and in this work, the most important is performance management. The main contents of this paper are as follows: Firstly, we have an objective and in-depth understanding of the performance appraisal theory. Especially for the balanced scorecard, key performance indicators, etc. have in-depth understanding, improve their theoretical level, to find and clarify the theoretical basis and ideas of the study. Secondly, the performance appraisal of Linyi Municipal Engineering Company's Department staff is investigated and studied on the spot and has a deep understanding. Purposeful, planned and systematic collection of Linyi Municipal Engineering Company Department staff performance appraisal of the actual situation or historical situation of the material, including the main situation of the enterprise, performance appraisal. Then, on the basis of the previous research, a questionnaire is designed to investigate and analyze the current situation of performance appraisal of Linyi Municipal Engineering Company employees, and on this basis, the problems are analyzed. Finally, the paper puts forward the optimal design scheme of performance appraisal for Linyi Municipal Engineering Company. The basic scheme is: first, determine the optimization objectives and principles, establish a performance appraisal committee, optimize the performance appraisal indicator system, strengthen communication guidance, and strengthen the application of results. At the same time, in terms of performance appraisal concepts, corporate culture, talent development and other aspects,Linyi Municipal Engineering Company Department staff performance appraisal optimization of the safeguard system. Taking the staff of Linyi Municipal Engineering Company as the research object, this paper makes a comprehensive analysis of the problems existing in the current performance appraisal index system, and then optimizes the appraisal index system by using the Balanced Scorecard and key performance index method. This will help the staff of LinyiIII Municipal Engineering Company to improve their enthusiasm, better discover their working potential and promote the realization of the strategic rules of the enterprise. Stroke. In addition, it can effectively guide the performance appraisal of other companies in the industry. Author （Major）Jin Zhu Directed by Wei Guo Keywords: Performance appraisal；KPI; Balanced Scorecard method Classification，F832.1IV 目 次 1 绪论.............................................................................................................................1 1.1 研究的背景与意义.................................................................................................1 1.1.1 研究背景.............................................................................................................1 1.1.2 研究意义.............................................................................................................1 1.2 文献综述.................................................................................................................2 1.2.1 国外绩效考核发展现状.....................................................................................2 1.2.2 国内绩效考核发展现状.....................................................................................4 1.3 研究方法与内容.....................................................................................................5 1.3.1 研究方法.............................................................................................................5 1.3.2 研究内容.............................................................................................................6 2 概念界定与理论基础.................................................................................................9 2.1 绩效和绩效考核.....................................................................................................9 2.1.1 绩效和绩效考核的定义.....................................................................................9 2.1.2 绩效考核的特征.................................................................................................9 2.2 平衡记分卡的基本理论.........................................................................................9 2.2.1 平衡记分卡的概念.............................................................................................9 2.2.2 平衡记分卡的模型...........................................................................................10 2.2.3 平衡计分卡特征...............................................................................................10 2.2.4 平衡计分卡的实现过程...................................................................................11 2.3 绩效考核的相关理论工具...................................................................................13 2.3.1 关键绩效指标法（KPI）.................................................................................13 2.3.2 目标管理法（MOB）.........................................................................................13 3 临沂市政工程公司员工绩效考核现状及存在问题...............................................15 3.1 临沂市政工程公司基本情况...............................................................................15 3.1.1 公司概况...........................................................................................................15 3.1.2 组织结构情况...................................................................................................15 3.1.3 人力资源情况...................................................................................................16 3.2 临沂市政工程公司部门员工绩效考核现状.......................................................18 3.2.1 考核原则...........................................................................................................18 3.2.2 考核管理机构..................................................................................................